OHEI DEI Symposium


♪ ♪>>OK. GOOD MORNING. I’M SO EXCITED TO SEE SO MANY PEOPLE HERE. I WOULD SAY BRIGHT AND EARLY IN THE MORNING BUT I’M A SURGEON AND 7:00 ISN’T BRIGHT AND EARLY. SO I KNOW IT’S A BEAUTIFUL DAY AND WE HAVE AN AMAZING DAY PREPARED FOR YOU. I AM DAVID BROWN. I’M THE ASSOCIATE DEAN AND ASSOCIATE VICE PRESIDENT OF HEALTH EQUITY AND INCLUSION AND PROFESSOR OF PEDIATRIC LARYNGOLOGY. WELCOME. I AM PLEASED TO GUIDE YOU THROUGH TODAY’S ACTIVITIES. TODAY AND EVERY DAY, WE APPRECIATE THE WORK THAT ALL OF YOU DO TO ADVANCE DIVERSITY EQUITY AND INCLUSION AT MICHIGAN MEDICINE. WHILE WE GATHER TWICE A YEAR, AT THIS TIME OF THE YEAR, IT’S LARGELY FOR YOU WHO ARE DIVERSE EQUITY AND INCLUSION LEADS AND ALL THE PEOPLE WHO DO THE WORK HERE. IT’S REALLY IMPORTANT TO NOT ONLY SHOW APPRECIATION FOR THE AMAZING WORK THAT YOU DO, BUT WE ALSO LIKE TO HAVE AN AMAZING SPEAKER WHO YOU WILL HEAR A LITTLE BIT MORE ABOUT LATER WHO CAN GIVE US TOOLS THAT WE CAN USE AT MICHIGAN MEDICINE. TODAY, WE WILL ALSO CELEBRATE OUR LATEST ROUND OF DIVERSITY EQUITY AND INCLUSION MINI GRANTS. THESE ARE INNOVATIVE GRANTS THAT YOU CAN ALL APPLY FOR NO MATTER IF YOU ARE A FULL PROFESSOR OR IF YOU ARE A PERSON WORKING IN THE CAFETERIA, WHEREVER YOU ARE, YOU CAN APPLY FOR ONE OF THESE GRANTS BECAUSE WE KNOW THAT DIVERSITY, EQUITY AND INCLUSION HAPPEN EVERYWHERE. WE ARE HAPPY THAT THE DEAN HAS GIVEN US SOME RESOURCES TO ALLOW FOR LEARNERS, FACULTY AND STAFF TO APPLY FOR THESE AWARDS. THEN WE WILL, AS I ALLUDED TO EARLIER, WE’LL HAVE AN INSPIRING PRESENTATION BY OUR KEYNOTE SPEAKER, LENORA BILLINGS-HARRIS. THANK YOU FOR BEING HERE AND PARTICIPATING IN WHAT PROMISES TO BE AN AMAZING EXCITING DAY. NOW I WOULD LIKE TO INTRODUCE OUR EXECUTIVE VICE-PRESIDENT FOR MEDICAL AFFAIRS, DEAN OF MEDICAL SCHOOL AND C.E.O. OF MICHIGAN MEDICINE. THANK YOU.>>THANK YOU, DAVID. AND, FIRST, THANK ALL OF YOU FOR THE WORK THAT YOU HAVE BEEN DOING. IT’S PALPABLE THE CHANGE WE ARE SEEING. WE AREN’T WHERE WE WANT TO BE BUT YOU HAVE HAD SUCH IMPACTS OVER THE LAST SELF YEARS. IT’S REALLY GRATIFYING. AS I TAKE OPPORTUNITIES TO MEET WITH AND TALK WITH DIFFERENT PEOPLE THROUGHOUT THE MEDICAL SCHOOL AND HEALTH SYSTEM. IT’S A REAL PLEASURE TO WELCOME YOU TO THE GRATITUDE SYMPOSIUM THIS MORNING. THE THEMES OF THIS SYMPOSIUM ARE, THEY REVOLVE AROUND RESPECT, KINDNESS, HUMANITY AND ACCOUNTABILITY. THEY MESH VERY WELL WITH A NUMBER OF OTHER INITIATIVES INCLUDING OUR WELLNESS INITIATIVE THAT’S BEING HEADED BY CAROL BRADFORD AND KIRK BROWER IN THE DEAN’S OFFICE. THEY ALSO MESH VERY WELL WITH OTHER INITIATIVES, AND I’LL TALK ABOUT THE HIGH RELIABILITY ORGANIZATION INITIATIVE AND I THINK THAT CAN BE SYNERGISTIC WITH WHAT YOU ARE DOING. MOST IMPORTANTLY, I THINK THAT US AS A COMMUNITY BEING MINDFUL AND BEING APPRECIATIVE OF UNIQUE PERSPECTIVES AND TALENTS THAT EACH OF US BRING TO MICHIGAN MEDICINE, IS INCREDIBLY IMPORTANT AND IT WILL CREATE THE ENVIRONMENT WE ALL ASPIRE TO. MANY OF YOU PROBABLY HAVE GONE THROUGH HIGH RELIABILITY TRAINING WITH THIS GROUP THAT WE HAVE CONTRACTED WITH CALLED H.P.I. HOW MANY OF YOU HAVE BEEN THROUGH HIGH RELIABILITY TRAINING? QUITE A LOT OF YOU. AS YOU KNOW, THAT INITIATIVE IS FOCUSED REALLY AROUND PATIENT SAFETY, AS WELL AS HOW DO WE ACHIEVE PATIENT SAFETY? BUT, IN ATTENDING THE SESSIONS, ACHIEVING THAT RELIES ON THE SAME PRINCIPLES THAT YOU HAVE BROUGHT TO US AND THAT WE ARE WORKING ON AND THAT IS COMMUNICATION. RESPECT. ACCOUNTABILITY. AND BRINGING — AND RELIABILITY IN DOING THE RIGHT THING EVERY TIME AND BRINGING THOSE TO PATIENT CARE JUST AS EQUALLY IMPORTANT OR PERHAPS MORE IMPORTANT, DOING, PRACTICING THE SAME PRACTICES WITH ALL OF US AND ALL OF THOSE WHO WE WORK WITH. I THINK SEVERAL THINGS THAT HAVE COME TO THE FOREFRONT RECENTLY, ALSO CLUSTER AROUND THE IMPORTANCE OF LEADERS LIKE YOURSELF IN GETTING OUT AND ROUNDING AND HAVING A CHANCE TO REALLY PALPABLELY UNDERSTAND WHAT THE CULTURE IS IN AREAS WHERE YOU WORK. I’M KIND OF LATE TO THE GAME BUT I STARTED DOING EXECUTIVE ROUNDING THIS YEAR AND HAVE BEEN TO THREE DIFFERENT UNITS HERE AND WILL BE GOING TO MANY UNITS DURING THE COURSE OF THE YEAR. BUT, IT HAS BEEN VERY EYE OPENING FOR ME, AS I’M SURE IT WILL BE FOR THOSE OF YOU WHO HAVE NOT BEEN DOING THIS. AND THINK HAVING YOU AND OUR LEADERS REALLY UNDERSTAND THE CLIMATE IN THEIR AREA WILL HELP YOU BRING BACK IDEAS. WHAT DO WE NEED TO DO DIFFERENTLY? WHERE ARE AREAS OF CONCERN THAT WE DIDN’T PARTICULARLY APPRECIATE THE LEVEL OF THOSE CONCERNS? I KNOW THAT DURING THIS DAY AND BEFORE AND AFTER YOU WORK WITH EACH OTHER ON BEST PRACTICES. I HEARTILY ENDORSE THAT AS DR. I LIKE TO THINK THAT THIS IS, THIS IS — NOT JUST LIKE TO — THIS IS A CORE VALUE FOR US. THIS WILL BE SUPPORTED BY THE OFFICE OF MICHIGAN AND THE DEAN’S OFFICE. THE BIGGEST PART IS ALL OF YOU AND WHAT YOU ARE DOING AND WHAT YOU WILL DO. SO, I THANK YOU FOR THAT. THANK YOU FOR YOUR ENGAGEMENT IN THIS WORK AND, REALLY, IT’S A PLEASURE TO SEE ALL OF YOU AND TO HEAR ALL OF WHAT YOU ARE DOING. SO, WELCOME AND THANKS AGAIN. [APPLAUSE]>>THANK YOU, DEAN. FOR THE WORK THAT WE DO, IT’S INCREDIBLY IMPORTANT TO HAVE THE LEADERSHIP NOT ONLY ENDORSE THIS, BUT SUPPORT THIS. AND, WHICH I THINK WE ARE ALL LEADERS, MAYBE YOU ARE THE SUPREME LEADER OF MICHIGAN MEDICINE BUT WE ARE ALL LEADERS SO I AM APPRECIATIVE OF ALL OF YOU FOR SUPPORTING DIVERSITY, EQUITY AND CONCLUSION. IT’S NOT JUST MY JOB, IT’S ALL OF OUR JOBS. WE WANT THIS TO BE AN AMAZING PLACE THAT EVERYONE WANTS TO COME. THE PLACE OF CHOICE TO WORK, THE PLACE OF CHOICE TO GET CARE WHERE EVERYONE FEELS VALUED AND CAN THRIVE. SO THANK YOU. SO, THE TITLE OF TODAY’S SYMPOSIUM SAYS IT ALL. WE ARE HERE TO THANK YOU AND EXPRESS OUR TREMENDOUS GRATITUDE FOR ALL YOU DO EVERY DAY TO GENERATE AWARENESS OF DIVERSITY, EQUITY AND INCLUSION HERE AT MICHIGAN MEDICINE. I WOULD LIKE TO SHARE SOME HIGHLIGHTS OVER THE PAST YEAR. THERE’S NUMEROUS HIGHLIGHTS. DON’T BE OFFENDED IF WE DON’T MENTION YOU. WE APPRECIATE ALL OF THE AMAZING THINGS THAT YOU DO. BUT JUST TO GIVE PEOPLE WHO MAY NOT BE AWARE OF SOME OF THE THINGS THAT WE ARE DOING, I WANT TO MENTION SOME. THERE HAVE BEEN MANY INNOVATIVE IDEAS AND COMMITMENTS TO CONTINUOUS IMPROVEMENTS THAT HIGHLIGHT THE IMPORTANCE OF DIVERSITY EQUITY AND INCLUSION THAT BENEFIT OUR INSTITUTION AND THEY ARE FELT NOT JUST HERE AT MICHIGAN MEDICINE BUT ALSO AT THE UNIVERSITY OF MICHIGAN AND MANY OF US SHARE THE WORK THAT WE DO NATIONALLY. SO OUR OFFICE DOES, BUT ALSO KNOW THAT MANY MANY DEPARTMENTS SHARE THEIR WORK IN DIVERSITY EQUITY AND CONCLUSION AT NATIONAL MEETINGS. WE HAVE 176 DIFFERENT LEADS, DIVERSITY EQUITY AND INCLUSION LEADS THAT WORK ON DIVERSITY EQUITY AND INCLUSION THROUGHOUT MICHIGAN MEDICINE. THERE ARE LITERALLY HUPPS OF DIFFERENT AND EXCITING ACTIVITIES OCCURRING. FOR EXAMPLE, M.S.A. HAD A DIVERSITY WEEK THAT WAS VERY WELL RECEIVED. HEARD AMAZING FEEDBACK. UMMG CREATED A DIVERSITY EQUITY INCLUSION DRIVER PROGRAM. AND I HAVE DONE SOME OF THE WALKS THAT DR. RUNGY TALKED ABOUT. DID SOME GIMBA WALKS AT A LOT OF OUR SATELLITES. THEY ARE GETTING THE MESSAGE, AS WELL, THANKS TO STEVE VINCENT AND OTHER PEOPLE TO MAKE SURE DIVERSITY EQUITY AND INCLUSION IS NOT JUST ON THE MAIN HILL THROUGH THROUGHOUT MICHIGAN MEDICINE. THERE HAVE BEEN ON-BOARDING PROGRAMS AND VIDEOS AND YOU WILL ACTUALLY SEE ONE OF THEM FROM NURSING TODAY AND YOU ARE DEVELOPING INNOVATIVE AND CREATIVE CLASSES AND PROGRAMS TO ADVANCE DIVERSITY, EQUITY AND INCLUSION. WHEN WE GO AND TALK TO OUR COLLEAGUES AROUND THE COUNTRY, WE REALIZE THAT WE ARE DOING THINGS FAR ADVANCED THAN SOME OTHER INDIVIDUALS. HERE, WE SOMETIMES FEEL LIKE WE COULD DO MORE AND YES, EVERYONE CAN DO MORE. BUT I THINK WE ARE DOING MORE. SO THANK YOU. THE HEALTH EQUITY INDEX, SPONSORED BY THE HUMAN RIGHTS CAMPAIGN, WE HAD AN OPPORTUNITY TO IMPROVE THE WORK THAT WE DO AND WITH THE HELP OF OUR PARTNERSHIP FOR THE OFFICE OF EXPERIENCE, WE WERE ABLE TO GET A HIGHER SCORE. THIS HEALTH EQUITY INDEX LOOKS AT HOW WE CARE FOR OUR INDIVIDUALS WITH LGBTQ PLUS AND THEIR IDENTITY. WE MADE SUBSTANTIAL PROGRESS OVER PRIOR YEARS. IN FACT THIS YEAR WAS THE FIRST TIME THAT WE WERE THE SPONSOR OF ANN ARBOR PRIDE. AND WE WILL CONTINUE TO GROW THIS BECAUSE WE KNOW THAT THIS IS IMPORTANT FOR THE LGBTQ COMMUNITY. SO WE ARE HAPPY TO SPONSOR ACTIVITIES AND PROGRAMS AND EDUCATION FOR THIS COMMUNITY AND OTHER COMMUNITIES. THIS IS JUST ONE EXAMPLE. THERE’S A LOT GOING ON AT MICHIGAN MEDICINE IN DIVERSITY, EQUITY AND INCLUSION AND IT’S SOMETIMES EXHAUSTING WHEN MY MIND THINKS OF ALL THE THINGS. BUT IT’S REALLY IMPORTANT THAT WE KEEP THIS TOP OF MIND BECAUSE THIS IS HOW WE CREATE CULTURE CHANGE AT MICHIGAN MEDICINE. PART OF WHAT WE ARE DOING TODAY IS ALSO TAKING A BREATHER AND ACKNOWLEDGING THE WORK THAT WE ARE DOING INSTEAD OF BEING ON THE TREADMILL OF DIVERSITY, EQUITY AND INCLUSION AND DOING AMAZING WORK. TODAY WE GET TO RELAX AND REFLECT AND ALSO THINK ABOUT HOW WOULD HE WANT TO MOVE FORWARD. AND IT’S ALSO IMPORTANT TO REALIZE WHERE WE ARE AND WHERE WE NEED TO GO. ONE OF THE THINGS I AM REALLY EXCITED ABOUT IS AN INNOVATION THAT WE HAVE HAD IN COMBINATION WITH HUMAN RESOURCES, THE OFFICE FOR HEALTH EQUITY AND INCLUSION, NIT AND QUALITY AND SAFETY IS TO FIGURE OUT HOW DO WE EVALUATE THE WORK THAT WE DO? EVERYONE, YOU KNOW, THE FINANCE PEOPLE WANT TO KNOW WHAT’S THE RETURN ON INVESTMENT? SOMETIMES THAT’S REALLY HARD TO GIVE A DOLLAR NUMBER. BUT WE HAVE BEEN VERY INNOVATIVE BY PUTTING OUR COLLECTIVE, INCLUSIVE MINDS TOGETHER TO DEVELOP THE NET PROMOTER SCORE. THIS WILL ALLOW US TO MEASURE THE CULTURE HERE AT MICHIGAN MEDICINE AND, MANY OF YOU MIGHT HAVE SEEN THE QUESTION THAT ASKED HOW CONFIDENT ARE YOU THAT YOUR WORK UNIT OR DEPARTMENT’S DIVERSITY, EQUITY AND INCLUSION EFFORTS ARE MAKING A POSITIVE IMPACT ON CULTURE IN YOUR WORK AREA OR UNIT? THESE DATA FROM THE NET PROMOTER SCORE WILL ALLOW US TO TRACK OUR PROGRESS AND SEE WHERE THE AREAS THAT WE ARE DOING REALLY WELL AND UNDERSTAND WHY THOSE AREAS ARE DOING WELL AND SEE AREAS THAT ARE NOT DOING SO WELL AND FIGURE OUT WHAT DO WE NEED TO DO TO HELP THEM ALONG? ALSO ALLOWS US TO TRACK OUR OVERALL SYSTEM. THESE DATA WILL BE AVAILABLE TO ALL OF YOU IN A UNIT AREA, AS WELL AS FOR ALL OF MICHIGAN MEDICINE. ANOTHER INNOVATION THAT CAME OUT OF, FROM PATTY ANDRESKI WHO HELPED WITH THE NET PROMOTER SCORE IS TO RECOGNIZE PEOPLE AND GROUPS THAT HAVE DONE WELL WITH THE NET PROMOTER SCORE. SO THIS YEAR FOR THE FIRST TIME WE HAVE A NEW AWARD. EXCITED TO ANNOUNCE THE CHAMPIONS FOR POSITIVE CULTURE AT MICHIGAN MEDICINE. AS WE ARE DOING DIVERSITY, EQUITY AND INCLUSION, ONE OF THE THINGS WE WANT TO DO IS TO IMPACT THE CULTURE OF THIS INSTITUTION. IT ALIGNS WITH MANY OF THE THINGS DR. RUNGY TALKED ABOUT. DIVERSITY, EQUITY AND INCLUSION SHOULD BE PART OF ALL OF OUR COMMUNITIES AND WE WANT TO MEASURE THAT THROUGH MEASURING THE CULTURE. WITH, THAT I WANT TO BRING UP PATTY AND PHYLLIS BLACKMAN TO TELL YOU MORE ABOUT THE NET PROMOTER SCORE AND THE AWARD. SO –>>THANK YOU. , THANK YOU, DAVID. SO, I AM SO EXCITED ABOUT THIS AWARD BECAUSE, YOU KNOW THAT EVERYONE ASKS YOU ALL THE TIME, WHAT’S THE IMPACT OF THE WORK THAT YOU ARE DOING? AND THAT’S HARD TO MEASURE AND WE CAN AND DO USE SEVERAL MEASURES AS YOU KNOW, BECAUSE A LOT OF YOU HAVE BEEN USING THE DASHBOARD AND WE HAVE SEVERAL DIFFERENT THINGS GOING ON THERE TO HELP YOU GAUGE IF YOU ARE MAKING SOME IMPACT IN YOUR AREAS. BUT ANOTHER METHOD THAT WE HAVE BEEN PROMOTING THROUGHOUT MICHIGAN MEDICINE IS, AS DAVID MENTIONED, THE NET PROMOTER SCORE. AND THAT IS REALLY SIMPLY TO ASK THE PEOPLE THAT YOU SERVE WITH, THESE ARE YOUR COLLEAGUES, DO YOU SEE A DIFFERENCE? ARE WE MAKING A DIFFERENCE IN THE CULTURE IN OUR SETTING? IN OUR UNIT? IN OUR DEPARTMENT? THE QUESTION WAS ADDED TO THE ANNUAL EVALUATION SURVEY AND FACULTY SATISFACTION SURVEY AND WILL ROLL OUT IN THE PULSE SURVEY ON MONDAY. PLEASE MAKE SURE THAT PEOPLE IN YOUR UNIT TAKE THE SURVEY AND ANSWER THAT QUESTION. IT’S VERY IMPORTANT. IT REALLY HAS BEEN SHOWN TO BE A TREMENDOUS INDICATOR OF EMPLOYEE ENGAGEMENT. SO NOT ONLY DO WE FIND OUT IF YOU HAVE DONE SOME IMPACT IN YOUR AREA, BUT ARE THE PEOPLE THAT YOU WORK WITH ACTUALLY FEELING ENGAGED IN THE WORK? SO, IT’S VERY IMPORTANT. PLEASE CONTINUE TO ENCOURAGE PEOPLE IN YOUR UNITS TO PARTICIPATE IN SURVEYS. IT REALLY DOES GIVE THEM A VOICE AND WE REALLY DO LISTEN TO WHAT PEOPLE HAVE TO SAY. NOW THE DE AND I NET PROMOTER SCORE RANGES FROM MINUS 100 TO PLUS 100. SO IT’S A HUGE RANGE OF AVAILABLE OPTIONS FOR THAT SCORE. AND THE CHAMPIONS FOR POSITIVE CULTURE WHO ARE BEING HONORED TODAY HAVE BEEN SELECTED BECAUSE THE PEOPLE THAT THEY WORK WITH SAID THEY ARE MAKING A POSITIVE IMPACT IN CULTURE IN THEIR AREAS. WILL SO, THEY HAVE A POSITIVE NET PROMOTER SCORE AND THEY ALSO SUBMITTED A REPORT TO OUR OFFICE, WHICH IS VERY IMPORTANT. BECAUSE IF YOU DON’T SUBMIT THE REPORTS WE DON’T HAVE INFORMATION TO GIVE OTHER UNITS TO SERVE AS BEST PRACTICES. BECAUSE WE WANT TO SPREAD WHAT’S WORKING OUT THERE. WHAT IS ENCOURAGING PEOPLE AND WHAT IS INCREASING THOSE NET PROMOTER SCORES? SO, WE HAVE ALSO TAKEN INTO ACCOUNT THE SIZE OF THE DEPARTMENTS. SO, AS YOU HEAR THE AWARDS, WE’LL HAVE DIFFERENT SIZES, BECAUSE WE KNOW IT’S SOMETIMES A LITTLE EASIER WHEN YOU HAVE FEWER PEOPLE IN YOUR DEPARTMENT TO GET MORE COOPERATION. SO THE LARGER SIZE UNITS HAVE A LITTLE BIT OF A HARDER TASK. SO WE DID TAKE THAT INTO ACCOUNT. SO, I AM REALLY EXCITED AND I THINK IS IT DAVID WHO IS GOING TO ANNOUNCE OUR FIRST SET OF WINNERS. WE ARE GOING TO DO TWO OF THEM AT A TIME THROUGHOUT THE DAY.>>SO, THANK YOU, PATTY. AND THIS IS TRULY AN INNOVATION THAT WE ARE DOING HERE AT MICHIGAN THAT NO ONE ELSE IS DOING THIS PARTICULAR QUESTION AND I KNOW THERE’S SURVEY FATIGUE BUT TRUST ME THIS ONLY TAKES A COUPLE OF MINUTES. JUST A QUICK PULSE SURVEY. AND, AS PATTY SAID, THE SCORES RANGE FROM A NEGATIVE 100 TO POSITIVE 100 AND SO THE SCORES ARE ACTUALLY EXCELLENT. I REMEMBER THERE WAS A TIME WHEN WE FIRST STARTED WE WERE NEGATIVE 60. AND WE WERE VERY EXCITED WHEN WE GOT TO ZERO. AND SO, BECAUSE YOU KNOW, MOVEMENT FROM 60 TO ZERO IS HUMONGOUS. SO WHEN I GIVE YOU THE SCORES FOR THIS, REALIZE THIS THESE ARE ACTUALLY IMPRESSIVE AND WE STILL WANT IT MOVE FORWARD. SO, THE FIRST AWARD WE HAVE PATTY ANDRESKY AND PHYLLIS BLACKMAN TO PRESENT THEM AND WE’LL HAVE THEM COME UP TO RECEIVE THE AWARD AND TAKE A PHOTO WITH US. THE FIRST AWARD GOES TO THE MEDICAL SCHOOL OFFICE OF RESEARCH AND THE DEI LEAD FOR THIS AREA IS SUE LOWE AND THEIR NET PROMOTER SCORE WAS 18.2, WHICH IS EXCELLENT. SO, COME ON UP. [APPLAUSE] IS THERE ANYONE FROM THE MEDICAL SCHOOL OFFICE FOR RESEARCH THAT WOULD WANT TO COME UP SINCE YOU ARE PART OF THAT TEAM? IF SUE IS NOT HERE? OK. NO WORRIES. WE WILL MOVE ON TO THE NEXT ONE. SO — THIS ONE IS, WILL BE AWARDED TO PATIENT RELATIONS AND CLINICAL RISK. THE DIVERSITY EQUITY AND INCLUSION LEAD IS CARRIE SCHULTZ AND THEIR NET PROMOTER SCORE IS 12.4. AGAIN, THIS IS EXCELLENT. [APPLAUSE]>>CONGRATULATIONS. COME ON OVER HERE.>>SO, THANK YOU FOR YOUR EXCELLENT WORK AND CONTRIBUTIONS AND HOPEFULLY THIS WILL MOTIVATE OTHERS TO DO THEIR NET PROMOTER SCORE BECAUSE THERE MAY BE A CARROT ON THE OTHER SIDE, WHICH IS A NICE THING TO TAKE BACK TO YOUR UNIT AND CELEBRATE HOW MUCH YOU VALUE DIVERSITY AND HOW MUCH YOU ARE MAKING A DIFFERENCE ABOVE AND BEYOND. SO NOW I WOULD LIKE TO REINTRODUCE PHYLLIS BLACKMAN WHO IS THE MANAGING DIRECTOR OF THE OFFICE FOR HEALTH EQUITY AND INCLUSION. SOME PEOPLE HAVE A RIGHT-HAND MAN. SHE’S MY RIGHT AND LEFT-HAND WOMAN. SO, COME ON UP, PHYLLIS. [APPLAUSE]>>GOOD MORNING, EVERYONE. AND, IT IS A PLEASURE TO SEE SO MANY MANY OF YOU HERE TODAY. IT IS REFRESHING TO SEE SO MUCH COMMITMENT TO THE DIVERSITY WORK THAT WE ARE ALL DOING AT MICHIGAN MEDICINE. SO, AS DAVID SAID, I AM PHYLLIS BLACKMAN, THE DIRECTOR IN THE OFFICE FOR HEALTH EQUITY AND INCLUSION. I AM JOINED TODAY WITH CLARISSA LOVE, OUR DEI CONSULTANT AS WELL AS STEVE VINCENT, WHO IS THE SPECIALIST IN AMBULATORY CARE, THE FINANCE SPECIALIST, AND WAYNE MILLET WHO IS THE DIRECTOR IN FACULTY AND RESIDENT LIFE IN THE DEPARTMENT OF SURGERY. SO TODAY, WE ARE GOING TO TALK TO YOU ABOUT THE TITLE OF OUR PRESENTATION IS BUILDING BRIDGES ACROSS DIFFERENCE FOR SUSTAINABLE CHANGE. SO, THERE ARE TWO WORDS THAT ARE KEY HERE. BRIDGES AND SUSTAINABLE. WE HAVE BEEN ON A JOURNEY FOR THREE YEARS GOING INTO OUR FOURTH YEAR. BUT WE HAVE NOW BUILT BRIDGES. TO BE ABLE TO ENGAGE EACH AND EVERY ONE OF YOU IN THE WORK THAT WE ARE DOING. SO, OUR VISION IN OEHI IS TO ENSURE THAT MICHIGAN IS A PLACE WHERE EVERYONE FEELS VALUED AND CAN THIS ARRIVE. THAT’S OUR FACULTY, OUR STAFF, OUR LEARNERS, OUR VISITORS, OUR PATIENTS. WE WANT TO MAKE SURE THAT EVERYONE FEELS WELCOME TO MICHIGAN MEDICINE. AS I SAID, WE HAVE BEEN BUILDING ON OUR VISION FOR FOUR YEARS. WE ARE IN YEAR FOUR OF OUR PLAN NOW AND IT IS MOVING VERY, VERY WELL. AND, AS YOU CAN SEE, AS DAVID STATED EARLIER, THAT WE WANT TO MEASURE EVERYTHING THAT WE DO. WE WANT TO MAKE SURE THAT IT IS OF VALUE. AND WE MAKE SURE THAT IF THERE ARE CHANGES WE ARE ABLE TO MAKE THOSE CHANGES AND LISTEN TO THE VOICES THAT WE HEAR ACROSS MICHIGAN MEDICINE OF THINGS THAT NED TO BE DONE. SO WE ARE ASKING ALL CORNERS OF MICHIGAN MEDICINE TO EMBRACE DIVERSITY, EQUITY AND INCLUSION AND BRING IT TO THEIR WORKPLACE AND MAKE IT PART OF THEIR CULTURE. IT IS THROUGH COLLABORATIVE EFFORTS THAT WE HELP ADVANCE DIVERSITY EQUITY AND INCLUSION AT MICHIGAN MEDICINE. IT IS THROUGH INTENTIONAL PARTNERSHIPS AND SYNERGIES THAT WE HAVE HELPED TO MOVE THE NEEDLE TO OUR EFFORTS. IT’S PARTNERSHIPS IN OUR BUSINESS UNITS, OUR FINANCE UNITS, BECAUSE WE WANT TO MAKE SURE THAT WE CAN SHOW THE RETURN ON OUR INVESTMENT HERE, AND TO ENGAGE EXISTING RELATIONSHIPS AND RESOURCES THAT KEEPS US MOVING FORWARD. SO, WHEN WE THINK ABOUT OUR PARTNERSHIPS, LOOK AT ALL OF YOU. YOU ARE ALL OUR PARTNERS. IT’S NOT JUST OUR OFFICE. IT’S ALL OF YOU THAT HELP US KEEP MOVING FORWARD. SO, LIKE MANY UNIVERSITIES, MICHIGAN MEDICINE IS DECENTRALIZED IN NATURE. THIS IS PERHAPS OUR GREATEST CHALLENGE, BUT YET, WE FOREGO WITH 200 PLUS ENGAGEMENT ACTIVITIES. SO, WHAT WE HAVE DONE IS TO ENGAGE ALL OF YOU, WE WANT TO HEAR THE VOICES THE PEOPLE TO HELP US BUILD OUR REPORTS. WE STARTED OUT IN 2015. THIS WAS A 12-MONTH PLANNING PROCESS. AND WE ARE ENGAGED WITH THE DIRECTION FROM PRESIDENT SCHLISSEL AND THE DIVERSITY OFFICE ON CENTRAL CAMPUS THAT HELPS US TO PULL ALL OF THIS TOGETHER. WE STARTED OUT WITH 49 PLANS AND WE MOVED TO 51 PLANS AND ONE UNIT HAS COME OFFLINE SO WE ARE NOW AT 50 PLANS FOR THE UNIVERSITY OF MICHIGAN. THE PLANS LAUNCHED IN OCTOBER 2016 AND WE, AS I SAID, WE ARE IN YEAR FOUR OF OUR PLAN. SO, IF WE, WE LOOK AROUND AND SAY HOW DO WE MOVE THIS FORWARD? THE WAY THAT WE MOVE IT FORWARD IS THE BUY-IN FROM OUR LEADERSHIP. IF WE HAVE LEADERSHIP BUY-IN, THAT IS KEY. AND WE HAVE MANY MANY LEADERS IN THIS ROOM THAT HAVE HELPED US TO MOVE DIVERSITY EQUITY AND INCLUSION FORWARD. SO OUR PRESIDENT HAS EMBRACED AND HE HAS STATED THAT IN HIS FIRST FIVE YEARS THAT DIVERSITY EQUITY AND INCLUSION WAS A PRIORITY. HE IS HERE FOR FIVE MORE YEARS AND THAT CONTINUES TO BE HIS MOTTO. HE WILL CONTINUE WITH THE DIVERSITY, EQUITY AND INCLUSION WORK THAT WE ARE DOING. AND IT’S NOT THE END. AFTER FIVE YEARS IT DOESN’T END. OUR GOAL IS TO CHANGE THE CULTURE OF MICHIGAN MEDICINE. AND, IT’S THE CHANGE THE CULTURE OF THE UNIVERSITY OF MICHIGAN AT LARGE. OUR, DR. MARSHA RUNGY, HE’S HERE, HE BELIEVES IN THE WORK THAT WE ARE DOING, HE SUPPORTS THE WORK WE ARE DOING AND HE LOOKS TO US TO HELP TO GUIDE HIM AND IT GUIDE EACH AND EVERY ONE OF US IN THE WORK WE ARE DOING. SO ONE THING THAT WE HAVE DONE, I’VE STARTED A DESIGNED A STRATEGIC STEERING CO COMMITTEE. THEY WILL GUIDE US AND TO HEAR THE VOICES OF THOSE THAT ARE AT MICHIGAN MEDICINE. SO THIS EXECUTIVE, THIS DEI OPERATIONAL THIS IS OUR STRUCTURE. SO WE HAVE AN EXECUTIVE SPONSOR. DOCTORS RUNGY AND BRADFORD AND TONY DENTON ARE OUR EXECUTIVE SPONSORS. THEY WILL HELP TO SET THE VISION, AND OVERALL DIRECTION WE ARE GOING FOR MICHIGAN MEDICINE. THEY WILL BUILD OUR INSTITUTIONAL SUPPORT AND TO LEAD OUR OPERATIONS THROUGH IMPLEMENTATION AND TO ASSIST US WITH THE RESOURCES AND REMOVING THE BARRIERS THAT WE OFTEN FACE. WE ALSO HAVE OUR LEADERSHIP SPONSORS WHICH IS DR. DAVID BROWN, DELORES HUNT OR DEE HUNT WHO IS OUR CHIEF HUMAN RESOURCES OFFICER AND SONYA JACOBS. THESE ARE OUR KEY PARTNERS. IF YOU THINK ABOUT IT THAT OUR HUMAN RESOURCES, A KEY PARTNER FOR US, BECAUSE THEY HAVE ACCESS TO MANY MANY, MANY OF THE STAFF MEMBERS THAT ARE HERE. SO IT IS IMPORTANT TO MAKE SURE THAT H.R. IS ENGAGED. SONYA JACOBS IS OUR CHIEF ORGANIZATIONAL LEARNING OFFICER. SHE HELPS TO PROVIDE DIRECTION FOR US AS WE CONTINUE TO BUILD PROGRAMS AND EDUCATIONAL OPPORTUNITIES FOR FACULTY AND STAFF AND OUR LEARNERS. AND SO THEY ARE THE OVERSIGHT FOR OUR STRATEGY. THEY APPROVE THE DECISIONS THAT WE MAKE AND MAKE SURE THAT WE ARE ON THE RIGHT TRACK WITH THINGS. AND WHAT IS KEY HERE IS OUR STEERING COMMITTEE MEMBERS. THAT’S MANY OF YOU IN THE ROOM HERE. THIS IS A VERY DIVERSE GROUP OF REPRESENTATION ACROSS MICHIGAN MEDICINE. EVEN THOUGH YOU MAY NOT SEE YOUR UNIT OR A PARTICULAR UNIT, THIS IS A GROUP THAT WILL CONVENE TWICE A YEAR, HELP TO ADVISE US AND GIVE US DIRECTION OR TO LET US KNOW SOME OF THE THINGS THAT MAY BE HAPPENING IN THEIR AREA. AS YOU CAN SEE, WE ARE ANYWHERE FROM THE PATIENT CARE THROUGH THE STUDENT ENVIRONMENT FROM QUALITY, OUR PATIENT EXPERIENCE, THERE’S A DIVERSE GROUP OF PEOPLE THAT COME TOGETHER TWICE A YEAR TO TALK ABOUT THE EFFORTS THAT WE HAVE. SO OUR WORKING GROUP, OUR DIVERSITY WORKING GROUP IS KEY ALSO. WE HAVE A METRIX AND MEASUREMENTS, EDUCATION AND TRAINING, COMMUNICATIONS, AS WELL AS OUR IMPLEMENTATION GROUP. IT THESE ARE THE PEOPLE THAT ARE ACTUALLY DOING THE WORK. THEY ARE MAKING SURE THAT WE HAVE OUR NET PROMOTER SCORES. MAKE SURE THAT WE ARE SE SENDING OUT THE SURVEY AND EVEN THOUGH THERE MAY BE SURVEY FATIGUE WE NEED TO CONTINUE TO MEASURE WORK WE ARE DOING. THEN WE HAVE OUR ADVISORY SUPPORT GROUPS. THESE ARE OUR RESOURCE GROUPS AND WE HAVE A VARIETY OF OPPORTUNITYS FOR POEM TO COME TOGETHER WITH CONVERSATION AND TO LET US KNOW WHAT ARE WE HEARING HERE? WHAT ARE THE STAFF MEMBERS FEELING? WHAT ARE SOME OF THE OTHER UNITS FEELING? AND THIS CAN BE COMMUNICATED UP SO WE HAVE COMMUNICATION FROM THE TOP AND FROM THE STAFF LEVEL FROM THE RESOURCE GROUPS AND TOGETHER WE CAN COME UP WITH A PLAN. THERE ARE THINGS THAT THE STAFF MEMBERS MAY SHARE AND LEADERS MAY NOT KNOW ANYTHING ABOUT IT. WE WANT TO MAKE SURE THAT WE HAVE OPPORTUNITY TO HEAR THE VOICES OF MICHIGAN MEDICINE. SO WHO DOES OUR PLAN SUPPORT? EVERYONE. ALL OF YOU. ALL OF THE UNITS. FACULTY, STAFF, HOUSE OFFICERS, COLLEGE STUDENTS, OUR PATIENTS. AND WE HAVE A STRUCTURE THAT IS IN PLACE HERE THAT SUPPORTS EVERYTHING THAT WE DO. SO, MANY OF YOU HAVE ALREADY SEEN THE WHEEL HERE THAT DESCRIBES OUR STRATEGIC PLAN. BUT WE ALREADY HAVE THE INFRASTRUCTURE AND THE FOUNDATIONAL SUPPORT IN PLACE TO SUPPORT THE NEW THINGS THAT COME ON BOARD. SO AGAIN, WE HAVE 50-UNIT PLANS THAT ROLLS UP INTO ONE STRATEGIC UNIVERSITY OF MICHIGAN STRATEGIC PLAN AND YOU WILL BE ABLE TO HEAR MORE ABOUT THE PLAN FOR YEAR FOUR ON OCTOBER 14, I BELIEVE IT IS. OCTOBER 16. WHEN ROB SELLERS WILL TALK TO US ABOUT THE REPORT AND THE THINGS THAT HAVE COME OUT OF THAT. IT IS SOME AMAZING — THERE ARE SOME AMAZING THINGS THAT ARE HAPPENING ACROSS THE CAMPUS THAT WE ARE ALL INVITED TO ATTEND. SO WHO DO WE ENGAGE? LOOK AT THE ROOM. WE ENGAGE YOU. WE ENGAGE EVERYONE. WE NEED TO HEAR YOUR VOICES, WE NEED TO HEAR YOUR CONCERNS. WE NEED TO HEAR YOUR OPINIONS. WE WANT TO HEAR EVERYTHING. WE CAN’T MAKE A DECISIONS AND CHANGE CULTURE IN A BUBBLE. SO IT’S IMPORTANT THAT WE HEAR FROM EACH AND EVERY ONE OF YOU FROM YOUR UNITS. ENGAGE IN CONVERSATION. IT’S IMPORTANT TO HAVE CONVERSATION, BECAUSE SO MUCH COMES OUT OF THAT. OF SO, THIS WAS A VERY GOOD ACTIVITY AND WE WILL CONTINUE TO HAVE THESE SETTINGS TO ENGAGE PEOPLE IN COMMUNITY CONVERSATIONS. AND HERE WE ARE. OUR FIRST FRIDAY IS AN OPPORTUNITY FOR EACH AND EVERY ONE OF YOU TO JOIN US HERE ON THE HILL OR WHEREVER HERE ON THE UNIVERSITY OF MICHIGAN MAIN CAMPUS FOR CONVERSATIONS. SOMETIMES IT COULD BE SPECIFIC TOPICAL CONVERSATIONS OR IT CAN BE CONVERSATIONS, THINGS THAT JUST MAY COME UP WHENEVER PEOPLE JUST HAVE SOMETHING THAT THEY WANT TO DISCUSS. THIRD THURSDAYS. WE CANNOT FORGET ABOUT OUR OFF-SITE PRACTICES. MICHIGAN MEDICINE IS IN A LOT OF DIFFERENT PLACES. AND WE WANT TO MAKE SURE THAT EVERYONE IS INCLUDED AND FEELS VALUED. IT IS IMPORTANT THAT WE CONTINUE TO COMMUNICATE WITH EACH OTHER AND AS YOU HEAR ME SAY, IT IS IMPORTANT, I WILL CONTINUE TO SAY OVER AND OVER AGAIN, THAT WE NEED TO HEAR YOUR VOICES. IF THERE IS NO CONVERSATION, WE WON’T KNOW HOW TO MOVE NEXT. ANOTHER OPPORTUNITY ARE OUR RESOURCE GROUPS. WE ARE CREATING AND ESTABLISHING RESOURCE GROUPS, THEY ARE UP AND FUNCTIONING AND, THESE RESOURCE GROUPS ARE OPEN TO ANYONE WHO WANTS TO PARTICIPATE. OUR FACULTY, OUR STAFF, OUR LEARNERS. WE ENCOURAGE YOU TO GET INVOLVED. THESE RESOURCE GROUPS, WE JUST RECENTLY STARTED OUR VETERANS’ GROUP AND OUR WORKING FAMILIES GROUP. THESE ARE IMPORTANT TO PEOPLE. THIS IS WHAT WE HAVE HEARD THROUGH OUR CONVERSATIONS. HOW DO WE ESTABLISH OUR RESOURCE GROUPS? SO SOME OF THE GROUPS ARE ESTABLISHED. WE START THEM IN OEHI BUT IT DOES NOT HAVE TO BE THE ONE TO CONTINUE THE GROUPS. THERE ARE SO MANY MANY COMPETENT AND CAPABLE PEOPLE TO KEEP THESE RESOURCE GROUPS GOING. SO WE ENCOURAGE YOU TO GET INVOLVED. ‘ SO AGAIN, OUR VISION IN OEHI IS TO ENSURE THAT MICHIGAN MEDICINE IS A PLACE WHERE EVERY PERSON FEELS VALUED AND THRIVES AND THAT, AGAIN, MEANS YOU. I WILL ALWAYS INCLUDE EVERYONE BECAUSE WE WANT TO BE INCLUSIVE OF THE WORK THAT WE DO. RELATIONSHIPS? THERE IS — THERE ARE SO MANY MANY RESOURCES HERE AT MICHIGAN MEDICINE. THERE IS NO NEED TO REINVENT THE WHEEL. THERE IS NO NEED TO START SOMETHING NEW, BECAUSE IT EXISTS. YOU WILL FIND IN YOUR COMMUNICATIONS THAT PEOPLE ARE HERE, THEY ARE WILLING TO HELP. ALL WE HAVE TO DO IS OPEN OUR MOUTHS AND ASK. AND YOU WILL BE SURPRISED AT HOW MANY PEOPLE WILL SAY — I WANT TO BE INVOLVED. THANK YOU FOR ASKING ME. WHAT ELSE CAN I DO? AND THIS IS HOW WE SHOW THAT WE ARE THE LEADERS AND THE BEST, THAT WOULD HE ARE AN INCLUSIVE ENVIRONMENT AND WE HAVE SO MUCH TO OFFER TO OUR PUBLIC, TO OUR PATIENTS, TO OUR FAMILIES, TO EACH AND EVERY ONE OF YOU TO MAKE SURE THAT YOU ARE SUCCESSFUL IN YOUR DAY-TO-DAY WORK. AND I THANK YOU SO MUCH FOR THE WORK THAT YOU ARE DOING FOR DIVERSITY EQUITY AND INCLUSION AND IF THERE’S ANYTHING THAT I OR MY OFFICE CAN HELP YOU WITH OR IF YOU HAVE QUESTIONS, FEEL FREE TO REACH OUT TO US. SO, NOW I WILL TURN THIS OVER TO CLARISSA AND SHE WILL TELL YOU A LITTLE BIT MORE ABOUT WHAT WE DO TO ENGAGE OUR LEADS. SO THANK YOU. [APPLAUSE]>>THANK YOU SO MUCH, PHYLLIS. AS YOU CAN SEE, THERE’S A LOT HAPPENING IN OUR ORGANIZATION. BUT WE DECIDED IT WOULD BE A NICE TIME IT PAUSE, BECAUSE THIS IS A TIME WHERE WE RECOGNIZE OUR LEADS TO TELL A LITTLE BIT ABOUT HOW WE ENGAGE THEM. AND SO, EVERYBODY HEARS THE SAME MESSAGE, THIS WILL BE A — YOU KNOW, ALLOW YOU TO THINK ABOUT HOW TO UTILIZE YOUR LEADS BETTER IN YOUR DEPARTMENTS. SO OUR LEADS HAVE QUARTERLY LEAD MEETINGS, WHICH, DURING THOSE LEAD MEETINGS, WE BRING, SOMETIMES WE BRING IN GUEST SPEAKERS, SOMETIMES LEADS PRESENT, BUT WE TRY TO BRING FORWARD BEST PRACTICES OF THINGS THAT ARE HAPPENING ACROSS MICHIGAN MEDICINE AND SOMETIMES IT’S NOT JUST AT MICHIGAN MEDICINE. SOMETIMES IT’S THINGS THAT ARE HAPPENING IN THE UNIVERSITY OR THE LARGER DE AND I WORLD. THOSE MEETINGS HAPPEN FOR US TO SERVE AS A COMMUNITY AND REALLY TO LEARN FROM EACH OTHER AND SOMETIMES THEY HAVE REALLY FABULOUS IDEAS. AND OUT OF THOSE MEETINGS, WE GENERATE AND ARE ABLE TO ACT ON THEM. THE LEADS HAVE THREE PRIMARY RESPONSIBILITIES. THEY ARE TO COMMUNICATE, COLLABORATE AND TO CHAMPION DIVERSITY, EQUITY AND INCLUSION. AS A PART OF THOSE, I WANT TO EXPLAIN THEM JUST A LITTLE BIT. SO, IN TERMS OF COMMUNICATION, IT IS IMPOSSIBLE AND WE HAVE HEARD CONSISTENTLY THAT YOU DON’T HEAR THE MESSAGES FROM US UNLESS IT COMES FROM THE MOST PROXIMAL LEADER TO YOU. AND SO WE RELY HEAVILY ON OUR DEI LEADS TO GET KEY MESSAGING OUT TO YOUR LOCAL UNIT AND DEPARTMENT. THE NEXT PIECE IS COLLABORATE. ONE OF THE THINGS THAT WE HAVE LEARNED FROM DOING THIS WORK IS IT WORKS BETTER WHEN THERE ARE CENTRALIZED COMMITTEES BASED IN THE LOCAL DEPARTMENT THAT ARE ABLE TO IDENTIFY ACTIONABLE. WE ASKED THEM TO COLLABORATE AND PULL IN OTHERS FROM THE DEPARTMENT EVEN IF IT’S JUST A FOCUS GROUP BUT REALLY TO HAVE SUSTAINABLE CONVERSATION AROUND IT. AND THE LAST PIECE WE ASK THEM IS TO MODEL THIS WORK. RIGHT? THE WORK OF DIVERSITY, EQUITY AND INCLUSION IS REALLY TOUGH, BECAUSE IT REQUIRES THAT WE ALL WALK THE TALK AND WE CAN’T JUST SHOW UP. WE HAVE TO WALK AND SHOW IT EVERY SINGLE DAY. SO AS A PART OF CHAMPION, WE ENCOURAGE THEM TO MODEL IT. WE ASK THEM TO TAKE ON EDUCATIONAL OFFERINGS SO THAT THEY CAN BUILD THEIR SKILL SET AND WE ARE SO EXCITED TO SEE ALL THE WORK THAT THEY ARE DOING AND REALLY CHAMPIONING THE WORK. WE ALSO PROVIDE A NEW THING THAT WOULD HE HAVE INTRODUCED OVER THE LAST YEAR IS WE HAVE A DE AND I LEAD PARTNER. THIS DOCUMENT SERVES AS A COMMITMENT AGREEMENT BETWEEN OUR OFFICE FOR HEALTH EQUITY AND INCLUSION, THE LOCAL DEPARTMENT AND THE DEI LEAD TO SET CLEAR EXPECTATIONS OF WHAT SHOULD HAPPEN IN THE COMING YEAR. WE ALSO PROVIDE, THIS IS JUST A SAMPLE, BUT WE ALSO PROVIDE DEI LEAD ONBOARDING EVERY MONTH WHERE WE WELCOME NEW LEADS TO OUR COMMUNITY. SOMETIMES FOR A VARIETY OF REASONS LEADS MIGHT CYCLE OFF OR HAVE NEW OPPORTUNITIES SO WE TRY TO ONBOARD THEM. THIS IS REALLY AN AMAZING OPPORTUNITY BECAUSE IT ALLOWS FOR US TO HAVE JUST A ONE ON ONE CONVERSATION. WE GO OVER THE CHARTER AND DOCUMENTS AND WE ARE ABLE TO DO QUESTIONS AND ANSWERS IN MORE DETAIL AS WELL. AND THE OTHER THING THAT WE DO IS WE PROVIDE THE DE AND I LEADS A SET OF RESOURCES. THEY HAVE A PLAYBOOK THAT WE USE THAT WE GAVE THEM THAT COVERS THE UNIVERSITY OF MICHIGAN’S DIVERSITY, EQUITY AND INCLUSION DEFINITION. AS YOU MAY COME TO KNOW OR SEE, THERE OF DIFFERENT INTERPRETATIONS OF WHAT THEY MEAN WHEN THEY HEAR DE AND I. IT LEVEL SETS, HOW WE TRACK AND ASK THEM TO DO REPORTING. THAT ALL HAPPENS IN THE PLAYBOOK. WE INTRODUCED A NEW DEI LEAD PORTAL WHERE THE LEADS ARE ABLE TO GO AND ACCESS ALL OF THEIR DOCUMENTS IN REAL TIME. IT’S LIKE A WAREHOUSE OF ALL SORTS OF AMAZING CONTENT. ALL OF THE EDUCATIONAL CONTENT, HOUSES DIFFERENT POLICY INITIATIVES, THINGS AROUND SELECTION. THEY ARE A POWERFUL TOOL FOR LEADS TO MOVE FORWARD. SO, YOU KNOW ONE OF THE LAST PIECE THAT WE DO IN OUR LEAD MEETINGS IS WE ALWAYS TRY TO INSPIRE EACH OTHER. AND, WE HAVE THE LEADS COME FORWARD AND THIS PAST YEAR, I AM GOING TO PICK OUT ONE LEAD, SHE’S GOING TO BE EMBARRASSED THAT I’M GOING TO SAY SOMETHING ABOUT HER, BUT YOU KNOW, DE AND I, WE HAVE HAD TO LEARN THROUGH TRIAL AND ERROR. SOME THINGS WE HAVE TO ADJUST AND CHANGE. KATE VERBAL, ONE OF OUR DEI LEADS, SHE REALLY WORKED HARD THIS PAST YEAR AND REBRANDED ALL OF HER DE AND I MESSAGING AND SHE SHARED IT COLLECTIVELY WITH OUR DEI LEAD COMMUNITY. THAT WOKE US UP AND THEY TALKED ABOUT HOW THEY HAVE INFUSED GRATITUDE AND JOURNALING INTO THEIR DE AND I WORK. THOSE ARE JUST SOME OF THE EXAMPLES OF HOW WE LEARN FROM EACH OTHER AND THINK ABOUT WHAT DOES IT MEAN? DOES DIVERSITY, EQUITY AND INCLUSION SOMETIMES TURN PEOPLE OFF FROM THE CONVERSATION? HOW DO WE BROADEN AND ENRICH OUR CONVERSATION? AND, I’M NOT GOING TO SPEND A LOT OF TIME HERE BECAUSE YOU WILL GET TO SEE LATER ON THIS AFTERNOON ALL THE INNOVATIVE THINGS THAT HAPPEN AS A PART OF OUR COMMUNITY WHEN WE PRESENT OUR DENI MINI GRANTS BUT WHAT I WILL TELL YOU IS THAT THE LEADS ARE ALWAYS LOOKING FOR NEW WAYS TO SEEK OUT OPPORTUNITYS TO WORK TOGETHER, TO WORK INDIVIDUALLY, TO COME UP WITH SOLUTIONS TO THINGS THAT THEY ARE SEEING HAPPENING WITHIN THEIR UNIT. NOT JUST ONLY IN THE THEIR UNIT, BUT THE COLLECTIVE OF MICHIGAN MEDICINE AND HOW WE CAN PUSH OUR ORGANIZATION CULTURE FORWARD. WITHOUT FURTHER ADO, I’M GOING TO INVITE STEVE VINCENT UP. HE’S GOING TO, AND AFTER STEVE, IS GOING TO BE WAYNE MILLET, TWO OF OUR DE AND I LEAD. STEVE IS FOR THE UNIVERSITY OF MICHIGAN MEDICAL GROUP AND WAYNE IS FOR DEPARTMENT OF SURGERY. THEY WILL BOTH SHARE INSIGHTS OF WHAT THEY HAVE DONE IN THEIR LOCAL ENVIRONMENTS.>>THANK YOU, CLARISSA. I LOVE COMING IN THIS ROOM. S CREATIVE FOOTBALL SHAPE AT THE EDGE OF THE BUILDING I THINK IS PRETTY COOL. AND INNOVATIVE FOOTBALL REACHING THE END OF THE LANDSCAPE IS A RARITY IN ANN ARBOR THESE DAYS. [LAUGHTER] SHHH. I JUST WANTED TO SHARE REAL QUICK THE SCOPE OF AMBULATORY CARE WHICH IS THE SERVICE THAT OUR COMMITTEE REPRESENTS. SO, WE HAVE OVER 50 LOCATIONS, I’M SORRY 50 LOCATIONS, 165 UNITS. 2.5 MILLION OUTPATIENT VISITS OR PROCEDURES. OVER 18,000 AMBULATORY CARE. ABOUT 300,000 AMBULATORY RADIOLOGY EXAMS. 6,000 STAFF MEMBERS. HALF A MILLION DOLLARS IN EMPLOYEE STAFF BENEFITS AND SALARIES. SO, WE HAVE A LARGE GROUP AND THIS DOES NOT INCLUDE FACULTY. A LARGE GROUP REPRESENTING A DIVERSE POPULATION OF INDIVIDUALS. OUR COMMITTEE IS PRETTY DIVERSE. IT DON’T LOOK THAT DIVERSE BUT IT IS, TRUST ME. WE HAVE 14 MEMBERS, VOLUNTEERS, WHO REALLY REPRESENT A DIFFERENT RANGE OF PERSPECTIVES. WE HAVE FRONT LINE STAFF, WE HAVE MAN AMONGERS, ADMINISTRATORS, OUR H.R. BUSINESS PARTNER AND ADMINISTRATORS AS WELL. IN ADDITION TO OUR COMMITTEE WE HAVE PARTNER COMMITTEES, ODO, DR. PRINCE IS HERE, PSYCHIATRY, SOCIAL WORK AND CANCER SPECIALTIES, WE WORK WITH A LOT OF DIFFERENT GROUPS WITHIN MICHIGAN MEDICINE. OUR COMMITTEE, A COUPLE OF THINGS THAT WE FOCUS ON WHEN WE HAVE OUR MONTHLY MEETINGS, I THINK WE HAVE HAD ABOUT 36 STRAIGHT MEETING POS. WE NEVER COUNCIL. THAT’S IMPORTANT. WE HAVE DIFFERENT SUBCOMMITTEES. ONE OF THEM IS COMMUNICATION. WE HAVE A MONTHLY NEWS LETTER THAT WE SEND OUT. THAT’S OUR MAJOR STRATEGY THERE. WE HAVE OUR DEI PROGRAM THAT DRE LOCAL LEVEL CHAMPIONS, FOLKS ON OUR DEI INITIATIVES. OUR LEARNING COMMITTEE THAT FOCUSES ON TRAINING IN TERMS OF UNCONSCIOUS BIAS, OUR METRICS SUBCOMMITTEE THAT WORKS WITH THE D.I. DASH BOARD THAT OTHERS AND HELPS TO PUSH OUT TO US AND WE HAVE A COMMUNITY ENGAGEMENT ENGAGEMENT SUBCOMMITTEE THAT WILL LOOK AT HEALTH DISPARITIES AND LEVERAGING OUR FEEDBACK THAT WE ARE GETTING AS WELL. THEN WE REALLY TRY TO MAKE SURE THAT EVERYBODY, ALL OF OUR VOICES ARE HEARD AND AT LEAST ALL OF OUR MEMBERS HAVE TO SERVE ON AT LEAST ONE SUBCOMMITTEE. MAKING SURE EVERYONE’S ENGAGED WITH RESPECT TO THAT. WE DON’T HAVE TIME TO GET INTO OUR WEB SIT TODAY. BUT TYPICALLY IN THE PRESENTATION I WOULD OPEN IT UP AND WALK YOU THROUGH IT. BUT MORE THAN HAPPY TO SHARE THAT INFORMATION WITH YOU IF YOU GUYS ARE INTERESTED. STEVE VINCENT. IN TERMS OF TRAINING, UNCONSCIOUS BIAS, WE HAD A BLITZ THAT WE DID IN TERMS OF PUSHING OUT THE UNCONSCIOUS BIAS TRAINING. SO WHAT WE DO IS CREATED FIVE DIFFERENT HUBS THROUGHOUT SOUTHEASTERN MICHIGAN. WE CALL THEM OUR ANCHOR SIGHTS. WEST ANN ARBOR, I275 CORRIDOR, NORTHVILLE, NORTHVILLE 2, THE BRIGHT TON SPECIALTY CLINIC AND EAST ANN ARBOR, DOMINO’S FARMS. THEY CAN ACOME LATE LARGE GROUPS AND WE SET UP TRAINING ALONG WITH OEHI AND SOME OF THE TRAINERS IN THIS ROOM, LATONYA, BETH, AND HELPED US PUSH OUT UNCONSCIOUS BIAS TRAINING TO OUR GROUP. WE TRAINED ABOUT 500 STAFF. THAT WAS ONE OF THE TRAINING INITIATIVES WE WORKED ON WITH RESPECT TO UMMG. THAT PROVIDED TRAINING TO ALL OF OUR KIND OF SPREAD-OUT GROUPS. WITH RESPECT TO THE DRIVER PROGRAM, IT’S A VOLUNTEER PROGRAM. AGAIN, VERY SIMPLE TO THE HEALTHY CHAMPIONS THAT YOU HEAR ABOUT THAT WE HAVE HERE. THESE VOLUNTEERS, WE STARTED THE PILOT PROGRAM IN 2018. WE HAD SEVEN CLINICS AND 10 DRIVERS. WE INCREASED IT TO 20 CLINICS AND 30 DRIVERS THIS YEAR. THAT STARTS OUT WITH A CLIMATE SURVEY SIMILAR TO THE PULSE SURVEY WE ARE DOING NEXT, STARTING NEXT WEEK. TO KIND OF GAUGE WHERE WE ARE. AND IDENTIFY GAPS. WE MOVE INTO FORMING ACTION PLANS, WHICH ARE STAGED AND MAKING SURE WE KEEP TRACK OF THAT OVER TIME. WE HAVE LEARNING WEBINARS, BECAUSE WE ARE SO SPREAD OUT AND MAKING SURE WE ARE FOCUSED ON DESKTOP EDUCATION. WE MOVE TO QUARTERLY LUNCHEONS, FACE-TO-FACE TIME AND SHARING BEST PRACTICES AND NETWORKING WITH OUR DRIVERS. AND THEN WE MOVE ON TO OUR YEARLY RETREAT. WE ARE HAVING OUR FIRST ONE IN A COUPLE OF WEEKS. THAT’S WHERE WE RECOGNIZE AND WILL PROVIDE EXPOSURE TO OUR DRIVERS. WE HAVE LEADERS COMING TO THAT. A VERY ACCOMPLISHED PARTNER. WE ARE LOOKING FORWARD TO THAT IN A COUPLE OF WEEKS AND THAT HAS HELPED WITH A MINI GRANT FUND, AS WELL. SO THANK YOU GUYS, EEHI. AND LASTLY, SOME OF OUR KEYS TO SUCCESS, LEADERSHIP SUPPORT, THE SAME MESSAGE WE HAVE HEARD BEFORE. WE HAVE MANY OF OUR LEADERS ARE MODELING WHAT WE ARE, YOU KNOW, OUR VALUES AND INITIATIVES WITH RESPECT TO THAT. WE HAVE CONNECTED COMMUNICATION BETWEEN OUR COMMITTEE, OUR DRIVERS, OUR CLINICS, USING OUR NEWS LETTER, WE AREN’T — THIS IS A LIFELONG LEARNING OPPORTUNITY AND MAKING SURE THESE SKILLS ARE DEVELOPED OVER TIME. WE STRENGTHENED NUMBERS. STARTED OUT WITH A COMMITTEE OF FOUR. NOW WE HAVE 14 WITH A LOT MORE DIVERSE PERSPECTIVES AND AGAIN, VALUING MULTIPLE PERSPECTIVES, DR. RUNGE MENTIONED IT BEFORE. THINK THERE’S A SYNERGY BETWEEN HIGH RELIABILITY AND DEI. WE ARE LEVERAGING THAT, AS WELL. THAT’S SOME OF THE THINGS WE ARE DOING WITHIN AMBULATORY CARE. I’LL PASS IT ON TO WAYNE. FOR THE MICHIGAN PROMISE. [APPLAUSE]>>THANK YOU SO MUCH, STEVE. YOU KNOW, I’M SOMEWHAT — DOES THIS WORK? YEAH. OK. FOR THOSE OF YOU WHO DON’T KNOW ME, MY NAME IS WAYNE MILLET, DEPARTMENT OF SURGERY. BEFORE NOW, I WAS AN ELEMENTARY SCHOOL PRINCIPAL. AND AS SUCH, I ALWAYS COME FORTHWITH A PROBLEM. FOR YOU TO SOLVE. SO YOU DO NEED JUST, PULL A PEN OUT AND A, JUST A PIECE OF PAPER TO WRITE ON. I AM GOING TO TALK ABOUT WHAT WE ARE DOING IN SURGERY. BUT FIRST I’M TELLING YOU A STORY. OK. SO, THE FIRST THING I WANT YOU TO DO IS TO CHOOSE A NUMBER BETWEEN ONE AND 10. YOU REALLY DON’T NEED A PIECE OF PAPER TO DO THIS BUT I WANT YOU TO WRITE THIS DOWN, AS WELL. I WANT YOU TO MULTIPLY THAT NUMBER BY TWO. I WANT YOU TO ADD 24 TO THAT NUMBER. THE NUMBER BETWEEN ONE AND 10, MULTIPLY BY TWO. YOU ARE GOING TO ADD 24. THEN YOU ARE GOING TO SUBTRACT THE ORIGINAL NUMBER. OK? I WANT YOU TO RAISE YOUR HAND IF YOU DID NOT GET THE ANSWER 12. DID NOT GET THE ANSWER — SO EVERYONE — YOU CHOSE A NUMBER BETWEEN ONE AND 10, YOU MULTIPLY THAT NUMBER BY TWO. YOU ADD A 24, AND THEN YOU SUBTRACT THE ORIGINAL NUMBER THAT YOU CHOSE. AND THE ANSWER SHOULD BE 12. OK. I DIDN’T WRITE MY INSTRUCTION DOWN PROPERLY. [LAUGHTER] ALL RIGHT. WE’LL HAVE TO SOLVE THAT PROBLEM A LITTLE BIT LATER. BUT — [LAUGHTER] — ALL RIGHT. MY TIME IS LIMITED. THE POINT HERE IS [LAUGHTER CONTINUES] — THE POINT HERE IS IF I GAVE YOU ALL OF THE INSTRUCTIONS I DIDN’T QUITE WRITE THEM DOWN, ALL OF YOU SHOULD HAVE GOTTEN 12. THE POINT OF THE PROBLEM IS NO MATTER WHERE YOU ARE IN THIS DEI CONTINUUM, WE ARE ALL STARTING FROM DIFFERENT PLACES. BUT THE IDEA IS FOR US TO END UP ALONG THIS CONTINUUM TO BE IMPROVING FROM YEAR TO YEAR. THAT’S REALLY THE POINT OF THAT. SO I AM GOING TO TALK A LITTLE BIT ABOUT — I’M GOING TO ZIP THROUGH THIS. AND THE POINT THAT I WANTED TO MAKE ABOUT THAT EXERCISE IS THAT WHAT WE ARE DOING IN SURGERY DOESN’T MEAN THAT THESE ARE THINGS THAT ANY OTHER DEPARTMENT SHOULD BE DOING OR NEED TO DO. BUT FIGURE OUT WHERE YOU ARE AND WHAT IT IS THAT YOU ARE WANTING TO DO AND CREATE A STRATEGY TO GET THERE. SO IN SURGERY WE STARTED OFF A FEW YEARS AGO, THREE YEARS AGO, AT A FACULTY RETREAT AND THE DEPARTMENT CHAIR ASKED THE QUESTION WHAT IS IT THAT WE ARE DOING THAT WE NEED TO KEEP — WHAT IS IT THAT WE ARE DOING WELL THAT WE NEED TO KEEP DOING? WHAT IS IT THAT WE AREN’T DOING THAT WE NEED TO START DOING, AND WHAT IS IT THAT WE ARE DOING THAT WE NEED TO DROP BECAUSE IT’S NOT EFFECTIVE? BY ALL MEASURES, BY MOST MEASURES, THE DEPARTMENT OF SURGERY IS ONE OF THE TOP DEPARTMENTS OF SURGERY IN THE COUNTRY. IF YOU LOOK AT NIH FUNDING WE ARE RANKED AT ONE OF THE TOP IN THE COUNTRY. IF YOU LOOK AT YOU ARE O RESIDENCY PROGRAM, AGAIN, IT’S RANKED ONE OF THE TOP IN THE COUNTRY. ‘ BUT WE HAVE A PROBLEM. THIS IS OUR RACIAL COMPOSITION DEMOGRAPHIC OF OUR, FROM 2005 TO 2015. IN OUR DEPARTMENT. THERE’S A PROBLEM THERE. RIGHT? MOST OF OUR FACULTY ARE WHITE MALES. IF YOU TAKE A LOOK AT GENDER OVER THE 10-YEAR PERIOD OF THIS GRAPH, THE LINES REALLY DON’T CHANGE. IT CONTINUES TO BE THE SAME. SO, WE WANTED TO PUT SOME STRUCTURES IN PLACE TO ADDRESS THIS PROBLEM. SO IF I WERE TO SHOW YOU A GRAPH OVER THE NEXT — IF I SHOWED YOU A GRAPH FROM 2016 WHEN WE STARTED THIS TO 2026, OUR GOAL IS FOR BOTH OF THESE THINGS TO LOOK VERY DIFFERENT. AND SO, SOME OF YOU HAVE HEARD OF SCOTT PAGE. HE TALKS ABOUT THE DIVERSITY BONUS AND IF, IN FACT, YOU WANT TO CHANGE BEHAVIOR, IF YOU WANT, IN TERMS OF INTRODUCING DIVERSITY AND HAVING THE ORGANIZATION BE DIVERSE, YOU HAVE TO BEGIN TO LOOK AT THE STRUCTURES THAT YOUR DEPARTMENT, THE REAL STRUCTURES WITHIN YOUR DEPARTMENT. AND I’M GOING TO GO THROUGH THESE SLIDES PRETTY QUICKLY BUS MY TIME IS GOING TO — OK. HAVE I BEEN GIVEN SOME MORE TIME. WHAT I WILL TELL YOU IS THAT GOOD INTENTIONS ARE OFTEN NOT GOOD ENOUGH WHEN WE ARE TALKING ABOUT DOING THIS KIND OF WORK. THE DEPARTMENT OF SURGERY SET OUT TO DO SOMETHING AND THE WORD THAT’S BEEN PRETTY CONSTANT THROUGH MOST OF THE PREVIOUS PRESENTATION HAS BEEN THIS NOTION OF SUSTAIN ABILITY. AND AS WE SET OUT TO CREATE OUR PROGRAM, WE REALLY WANTED SOMETHING THAT WAS GOING TO BE LASTING OVER SOME LONG PERIOD OF TIME. SO, WE TALKED ABOUT PHASE OF LIMITATION. PRIMARILY FACULTY HERE. AND FOR FACULTY IN THE ROOM, YOU KNOW, IT’S A GROUP OF FOLK THAT DON’T CHANGE VERY WELL. LIKE IF YOU GIVE FACULTY A FORM TO FILL OUT, YOU KNOW, IF YOU GAVE THE ENTIRE UNIVERSITY, H.R. IS VERY FAMILIAR WITH THIS. IF YOU GAVE EVERYBODY ON STAFF AT THE UNIVERSITY A FORM JUST TO FILL OUT, TO CHECK AND SEND IT BACK, THE LAST GROUP OF FOLK THAT WOULD SEND IT BACK ARE OFTEN THE FACULTY. RIGHT? SO IT’S A GROUP THAT — WE HAVE TO DO CONSCIOUSNESS RAISING. WE HAVE TO GO THROUGH EDUCATION, WE HAVE TO DO EMPOWERMENT AND GOVERNANCE AND WE HAD TO PUT SOME THINGS IN PLACE TO EDUCATE OUR FACULTY AS TO WHY THIS IS REALLY IMPORTANT. SO THE KINDS OF THINGS THAT WE HAVE DONE, PRACTICAL THINGS, BUT STRUCTURAL THINGS. OUR D.N.C. USED TO BE — THE MODERATORS OF OUR D.N.C. FOR THE LAST FIVE YEARS WERE MOSTLY MALES. AND SO WHAT DID WE DO? AT THE TIME, OUR CHAIR SAID HE’S JUST GOING TO RANT, LIKE HE WAS THE MODERATOR SO HE GAVE UP ALL OF HIS SLOTS AND THESE ARE THE FOLKS THAT HE CHOSE TO BE MODERATORS A COUPLE YEARS AGO. RIGHT? IN TERMS OF EDUCATION, WE SET OUT TO, WE HAVE A PROGRAM CALLED THE L.D.P. WHERE WE SPEND THREE OR FOUR TIME AS YEAR WHERE WE BRING IN FOLKS FROM AROUND THE CAMPUS TO REALLY EDUCATE OUR FACULTY WHO HAVE AN INTEREST IN BEING LEADERS. IN THE FIELD OF SURGERY. IN TERMS OF, WE HAVE A SERIES, WE HAVE GRAND ROUNDS TWO OR THREE TIMES A MONTH. SO WE TOOK A FEW OF THOSE, FOUR OF THOSE, PER YEAR AND SAID WE ARE GOING TO INTRODUCE, WE WILL INVITE SOME FOLKS TO COME TALK TO US ABOUT THINGS THAT THEY OFTEN DON’T TALK ABOUT IN OUR GRAND ROUNDS. SO, WE INVITED SCOTT PAGE TO COME AND TALK ABOUT THE DIVERSITY BONUS. WE INVITED CAPRICE GREENBURG, A FACULTY MEMBER AT THE UNIVERSITY OF WISCONSIN. WHAT HER TITLE WAS, INTERESTINGLY, WAS — STOP FIXING WOMEN. WAS HER TITLE. WE DON’T TALK ABOUT THAT IN A GRAND ROUND OF SURGERY. WE MOST RECENTLY HAD JONRE FORD, ONE OF TWO AFRICAN AMERICAN MEDICAL DEANS IN THE SCHOOL IN THE COUNTRY. HE RECENTLY CAME AND TALKED TO US. THAT’S NOTHING NEW, BUT WE ARE BEING INTENTIONAL. WE DIDN’T CHANGE THE STRUCTURE OF GRAND ROUNDS BUT WE ARE BEING ABOUT THE KIND OF PEOPLE WE WANT INVOLVED. WE HAVE PEOPLE COMING FROM ALL OVER THE WORLD QUITE FRANKLY TO OUR WOMEN IN SURGERY PROGRAM. IN TERMS OF, WE LOOKED AROUND AND THE EXECUTIVE COMMITTEE OF THE DEPARTMENT WAS, AGAIN, PRIMARILY SENIOR FACULTY WHITE MALES. WE SAID WE WANT SOME NEW FACES. AND SO, THERE WAS NOTHING IN OUR BY-LAWS THAT SAID WE CAN’T EXPAND WHAT OUR EXECUTIVE COMMITTEE, THE NUMBERS IN THE EXECUTIVE COMMITTEE. WE INVITED NEW FOLKS TO BE PART OF OUR EXECUTIVE COMMITTEE. THIS IS WHAT THEY LOOK LICK. A LOT OF THESE FOLK ARE JUNIOR FACULTY BY THE WAY. ON THE EXECUTIVE TEAM, THIS IS THE TEAM THAT MAKES THE BIG DECISIONS IN THE DEPARTMENT, WE ADDED THOSE A COUPLE OF YEARS AGO TO BE PART OF THAT EXECUTIVE TEAM. THE PRIMARILY JUNIOR FACULTY. THIS WORD HAS PERMEATED. WE RECOGNIZE THAT WHAT WE DO IN THE DEPARTMENT OF SURGERY AT MICHIGAN REALLY AFFECTS SURGERY AROUND THE COUNTRY. THESE ARE ALL FACULTY WHO HAVE LEFT THE UNIVERSITY IN THE LAST FEW YEARS TO BECOME CHAIR OF DEPARTMENTS OF SURGERIES ACROSS THE COUNTRY. SO, IF WE ARE TRAINING FUTURE LEADERS TO GO OUT AND MAKE CHANGE, WE STRONGLY BELIEVE THAT WE ARE SETTING, AND I THINK DR. BROWN MENTIONED EARLIER, THERE ARE INSTITUTIONS AROUND THE COUNTRY THAT ARE LOOKING TO US FOR LEADERSHIP AND THIS IS A GOOD EXAMPLE OF IT. SO THESE FOLKS ARE OUT DOING SOME OF THE THINGS THAT THEY LEARNED ABOUT AT THE UNIVERSITY. OF AND SO THIS IS WHY WE CAME UP WITH THE — AND I THINK I HAVE ABOUT THREE MORE MINUTES. I’LL WRAP UP AND TALK ABOUT ONE PROGRAM IN PARTICULAR. WE CAME UP WITH THIS THING CALLED THE MICHIGAN PROMISE. AND YOU CAN SEE IT’S A HOST OF ECLECTIC KINDS OF PROGRAMS BUT WE FEEL WE WANTED TO CREATE PROGRAMS THAT WILL MEET OUR FACULTY WHERE THEY ARE. WE WANTED TO ENGAGE THEM. WHEN WE TALK ABOUT DIVERSITY, IT’S A VERY BROAD H HOLISTIC APPROACH. THE ONE PROGRAM I WANT TO GET TO, WE HAVE OUR MICHIGAN PROMISE, WE HAVE OUR MISSION, BUT I WANT TO GET TO ONE PROGRAM, THIS IS OUR EARLY DEVELOPMENT PROGRAM, WHERE WE SEND EACH FACULTY THAT WE HIRE, WE HAVE A LAUNCH TEAM FOR THEM. OF A THREE-YEAR LAUNCH TEAM THAT WE COMMIT. YOUNG FACULTY COME AND TELL US THAT THEY ARE INTERESTED IN LOTS AND LOTS OF THINGS. BUT THEN WE PUT A PROMOTIONAL PACKET ON THE LEFT-HAND SIDE AND SAY HOW DOES THAT IMPACT? WHAT DOES THAT FIT INTO WHAT IT IS THAT YOU ARE GOING TO NEED TO DO IN TERMS OF GETTING PROMOTED? BUT THE REAL PROGRAM I WANT TO GET TO IS OUR RECRUITMENT. LET ME GO BACK HERE. I DON’T KNOW HOW TO GO BACK. THERE WE GO. THE RECRUITMENT. AND THAT’S HOW I AM GOING TO TEND MY TALK WITH YOU THIS MORNING. WE HAVE SEVEN DIVISIONS WITHIN THE DEPARTMENT OF SURGERY. ALL SEVEN DIVISIONS USED TO CONDUCT THEIR OWN RECRUITMENT PROCESS IN THE PAST. MOSTLY WHAT HAPPENED, PEOPLE REPLICATED THEMSELVES. THOSE FIRST FEW GRAPHS THAT I SHOWED YOU, THAT’S HOW WE ENDED UP THERE. WHEN PEOPLE, YOU SIMPLY, YOU KNOW, THE FRIENDS YOU WENT WITH AND BUDDIES THAT YOU WENT WITH IN RESIDENCY, THOSE ARE THE FOLKS YOU CALL ON WHEN IT’S TIME TO HIRE NEW FACULTY. WHAT WE DID WAS GOT RID OF ALL OF THE DIVISION LEVEL RECRUISEMENT COMMITTEE AND CREATED ONE DEPARTMENTAL WIDE RECRUITMENT COMMITTEE MAKING SURE THAT ALL SEVEN DIVISIONS WERE REPRESENTED. WE THEN SET OUT TO TRAIN ALL OF THE MEMBERS OF THE COMMITTEE IN UNCONSCIOUS BOY AS AND ALL OF THOSE THINGS THAT WE DEEM IS IMPORTANT. AND SO, EVERY FACULTY THAT COMES AND GETS HIRED AT THE UNIVERSITY OF MICHIGAN COMES THROUGH ON THEIR FIRST VISIT, COME THROUGH THE RECRUITMENT COMMITTEE. BECAUSE, IF WE ARE SITTING AT A DEPARTMENTAL LEVEL AND WE WANT TO CHANGE WHAT THOSE GRAPHS IN THE BEGINNING LOOK LIKE, IT’S REALLY HARD TO DO THAT FROM A SECTION LEVEL. YOU CAN DO THAT FROM A, FROM A DEPARTMENTAL LEVEL. SO, I AM GOING TO END, AND I THINK THAT’S WHEN WE TALK ABOUT AS SCOTT PAGE TALKED ABOUT, WHEN YOU TALK ABOUT CREATING CHANGE, YOU HAVE TO, AT SOME POINT, CREATE AND CHANGE THE STRUCTURE IN ORDER TO GET YOU TO THAT CHANGE. NOW, I ALSO HAVE TO TELL YOU THAT WASN’T ALWAYS — WE RANKED THE CANDIDATES WHEN THEY COME. SO IF YOU HAVE THREE OR YOU HAVE FOUR, WE ALSO TELL THE COMMIT THREE YOU NEED TO BRING ON CAMPUS AN UNDERREPRESENTED MINORITY OR A WOMAN CANDIDATE WHEN YOU COME ON CAMPUS. OUR NUMBER-ONE CANDIDATE FOR A PARTICULAR SEARCH HASN’T ALWAYS BEEN THE NUMBER ONE CANDIDATE OF THE DIVISION CHIEF. AND SO, THERE’S SOME RUBBER HITTING THE ROAD THERE. THE DEPARTMENT THEIR CHASE SAID HE BELIEVES IN THE WISDOM OF 20 VERSUS THE WISDOM OF ONE. AND I WANTED TO SHOW YOU THE LAST GRAPH IN TERMS OF OUR, OVER THE LAST THREE YEARS, THIS IS WHAT OUR GRAPH NOW OVER THE LAST THREE YEARS LOOKS LIKE IN TERMS OF THE AMOUNT OF FACULTY THAT WE HAVE HIRED. [APPLAUSE] SO, IN 10 YEARS, IMAGINE WHAT THAT WAS GOING TO LOCK LIKE. THANK YOU SO MUCH. [APPLAUSE]>>THANK YOU VERY MUCH TO ALL OUR SPEAKERS. WHAT I WOULD LIKE TO DO NOW IS TO OPEN UP THE FLOOR TO SEE IF YOU GUYS HAVE ANY QUESTIONS OR COMMENTS. THE DEPARTMENT OF SURGERY IS A LARGE DEPARTMENT. AND, MAYBE DIFFERENTLY RESOURCED THAN OTHER DEPARTMENTS, AS WELL. AND HAS THE ABILITY TO DO THIS. BUT YOU MAY HAVE SOME QUESTIONS AND IDEAS OF HOW ALL OF THESE GROUPS GOT STARTED WITH THEIR WORK OR YOU MAY HAVE SOME COMMENTS THE THINGS THAT YOU’VE DONE IN OUR AREA. IF SOMEONE HAS A QUESTION OR COMMENT, I WOULD OPEN THE FLOOR FOR THAT AND WE CAN HAVE THIS MIC GO TO THAT AREA. WAY IN THE BACK, LAUREN DENTEN. LET’S USE THIS.>>I HAVE FOUR-INCH HEELS ON. GOOD MORNING, MY QUESTION IS FOR WAYNE. I AM CURIOUS ABOUT YOUR RECRUITMENT OF FACULTY. DO YOU ALSO INTERVIEW INTERNAL CANDIDATES LIKE TRAINEES WHEN YOU ARE LOOKING TO HIRE?>>THANKS. YES. AND WE ARE VERY CAREFUL BECAUSE THE PROBLEM THAT WE OFTEN, NOT PROBLEM, BUT CHALLENGE THAT WE OFTEN FIND WITH INTERNAL CANDIDATES IS THAT WE HAVE WHAT I CALL SELF CREEP IN THAT, WE JUDGE FACULTY BASED ON THEIR EXPERIENCE THAT’S IN THEIR CV. BUT OFTEN WE FIND THAT WHEN WE INTERVIEW INTERNAL CANDIDATES WE KNOW MORE THAN WHAT’S ON THE CV AND PEOPLE LIKE, PEOPLE DISLIKE. SO WE ARE REALLY CAREFUL ABOUT WHAT IT IS AND HOW IT IS THAT WE ALLOW SOME OF THAT CREEP TO COME IN. BECAUSE WE DO HAVE A COUPLE OF RESIDENTS ON THE SEARCH COMMITTEE AND WE ARE CAREFUL ABOUT NOT HAVING INTERNAL KNOWLEDGE OF THOSE IMPACT THEIR CANDIDACY.>>ONE OF THE GREAT BEST PRACTICES FOR RECRUITING FOR DIVERSITY IS TO MAKE SURE YOU SET THE STANDARDS OF WHAT YOU WANT AND FOR THE POSITION, AND STICK TO THAT. AND THEN SELECT YOUR CANDIDATES AND DON’T VEER FROM THAT INSTEAD OF MAKING YOUR CRITERIA AROUND A PARTICULAR INDIVIDUAL. YOU KNOW. SO WE OFTEN ARE BIASED TOWARD PEOPLE WE KNOW BUT THERE’S A LOT OF GREAT TALENT OUT THERE. ARE THERE ANY OTHER QUESTIONS OR COMMENTS FROM THE AUDIENCE? WAY BACK THERE. DR. JOE. I BETTER KNOW EVERYONE’S NAME FROM NOW ON OR ELSE I’M GOING TO GET IN TROUBLE.>>HAS THERE BEEN ANY PROGRESS IN HIRING AFRICAN AMERICAN SURGEONS?>>I WANT TO BE CAREFUL HOW I ANSWER THIS QUESTION. ONE OF THE SLIDES THAT I DID NOT SHOW IS WE ARE VERY SERIOUS ABOUT CREATING PARTNERSHIP WITH UNDERREPRESENTED ORGANIZATIONS THAT ARE — THAT ARE UNDERREPRESENTED. SO LMSA, WE GO TO SOCIETY OF BLACK ACADEMIC SURGEON, EVERY YEAR WE GO TO THOSE CONFERENCES AND TRY TO MAKE PARTNERSHIP OR CREATE PARTNERSHIP AMONG THEM. TO ANSWER THE QUESTION, I AM TRYING TO SORT OF DANCE AROUND THE QUESTION REALLY. OF AND ANSWER IT IN A WAY THAT DOESN’T GIVE YOU A VERY NARROW ANSWER. YOU KNOW, WE ARE INTERESTED IN HIRING THE VERY BEST FACULTY, BAR NONE. WHAT WE HAVE DONE IN THE PAST IS THAT WE RECRUITED OUR WINDOW OF PLACES THAT WE PLACE ADS AND RECRUITED FACULTY WAS VERY LIMITED. SO IF YOU THINK ABOUT A PIE WE DIDN’T ADVERTISE FOR THE WHOLE PIE. WHAT WE ARE DOING NOW IS SAYING WE WANT TO BROADEN THE SCOPE AND THE AREAS AND MACES THAT WE RECRUITED. AND SO, HAVE WE RECRUITED MORE FACULTY OF COLOR? THE NUMBERS ARE TRENDING UPWARDS. I THINK IT’S TOO FEW YET TO REALLY SAY. BUT, YOU KNOW, FOR LOTS OF, ANDY WANT TO SORT OF TAKE THE SPACE HERE, BUT YOU KNOW, WE HIRED GWIFTY PATCHI, A WOMAN FROM GHANA, WENT TO THE BEST SCHOOLS OF THE COUNTRY, ONE OF THE BEST RESIDENCIES FOR HER AREA IN THE COULD YOU BE TREE. SHE CAME FROM THE EAST COAST. IF SHE DIDN’T GET A JOB ON THE EAST COAST SHE WAS VERY MUCH HEADED TO THE WEST COAST. ALL RIGHT? WHEN SHE CAME HERE, AND SHE SAW THE MICHIGAN PROMISE AND THE THINGS THAT WE SAID THAT WE WERE GOING TO DO AND HAVE STARTED DOING, HER MIND WAS CHANGED. AND SHE ACCEPTED A POSITION AT MICHIGAN. AND SO IT’S BEYOND WHAT YOU SAY, RECRUITING IS ONE THING. RETENTION IS A WHOLE OTHER PIECE. SO I THINK, YOU KNOW, RATHER, THE QUESTION IS ABOUT HOW MANY LATINOS, ASIANS, AFRICAN AMERICANS WE RECRUITED. WE WANT TO RECRUIT THE VERY BEST BUT WE WANT TO OPEN UP THE AVENUE WHERE WE INITIALLY PLACE OUR ADS AND TRY TO REACH FOLKS.>>THERE’S A QUESTION OVER HERE. AND THEN ONE IN THE BACK. WE HAVE TIME FOR TWO MORE QUESTIONS. IN THE BACK AND IN THE FRONT. IN THE BACK FIRST. IT’S ON.>>OK. II WORK IN MICHIGAN DEVELOPMENT. MY QUESTION IS TO EITHER. AND THAT IS, HAS THERE BEEN A NOTICEABLE DIFFERENCE ALREADY? OR WHAT IS THE DIFFERENCE YOU ANTICIPATE IN THE EXPERIENCE OF TRAINEES AND JUNIOR FACULTY? I THINK ONE OF THE CHANGES WE HAVE IS CREATING A CASE FOR HOW HIRING DIVERSE LEADERSHIP AND, MAKES A DIFFERENCE IN RECEPTION AND INCLUDING JUNIOR STAFF. DOES THAT MAKE SENSE?>>YES. AND IS THAT DIRECTED TO WAYNE? IT’S DIRECTED TO EITHER. BECAUSE WE AREN’T A MEDICAL UNIT, SO –>>YEAH. SO, WAYNE, DO YOU WANT TO START?>>SO, YOU KNOW, FOR OUR FACULTY RANKS, 70% OF OUR FACULTY COME FROM OUR TRAINING PROGRAMS. SO IT IS REALLY IMPORTANT THAT WE INCREASE THE PIPELINE IN OUR RESIDENCY AND IN OUR MEDICAL SCHOOL. WE HAVE ACTUALLY MORE THAN DOUBLED OUR UNDERREPRESENTED RESIDENTS IN THE PAST THREE YEARS AND WE DO NEED TO BE INTENTIONAL IN HOW WE MENTOR AND PREPARE THEM FOR CAREERS IN ACADEMIC MEDICINE IF WE WANT THEM TO DO THAT. WHAT WE FOUND, WHAT I FOUND WHEN I FIRST STARTED THIS JOB AND MET WITH A LOT OF THE RESIDENTS, IS THAT NOT ALL OF THEM WERE BEING MENTORED FOR A CAREER IN ACADEMICS AND SO, IT WAS VARIABLE BY DEPARTMENT AS FAR AS THE PREPARATION. AS FAR AS DOING RESEARCH. AS FAR AS HAVING AN IDEAL MENTOR. THOSE ARE AREAS THAT WOULD HE ARE TRYING TO STRENGTHEN. IN OUR OFFICE, WE HAVE AN INDIVIDUAL THAT WORKS EVERY PIPELINE. WE HAVE ALEX BLACKWOOD WHO IS PREMED FROM JUNIOR HIGH SCHOOL ON UP TO COLLEGE. WE HAVE FARMEAL WHO YOU WILL SEE SOON WHO HELPS US WITH MEDICAL STUDENT. MARCELL AND GARY FREED WITH OUR FACULTY. WITH EACH OF THOSE PARTS OF THE PIPELINE, WERE VERY INTENTIONAL IN FIVE AREAS THAT WE WANT IT FOCUS TO PROMOTE DIVERSITY EQUITY AND CONCLUSION. WE THINK OF DIVERSITY EQUITY AND INCLUSION VERY BROADLY. IT IS RECRUITMENT AND RETENTION, PROFESSIONAL DEVELOPMENT AND LEADERSHIP. COACHING, MENTORSHIP AND SPO SPONSORSHIP. COMMUNITY BUILDING AND NETWORKING BECAUSE IT’S FOREIGN FEEL THAT YOU BELONG HERE AND TO FIGURE OUT WHO YOUR NETWORKS ON AND COMMUNITY IS TO SUPPORT YOU. AND WE ALSO FEEL THAT WELLNESS IS IMPORTANT, BECAUSE THAT’S, WELLNESS IS AN ISSUE IN MEDICINE IN GENERAL. AND IF YOU ARE A PART OF AN UNDERREPRESENTED IDENTITY, I THINK THAT COMPOUNDS WELLNESS AND BURNOUT SO WE ARE VERY INTENTIONAL IN ALL OF THOSE. SO IT’S A PROCESS. WE ARE MAKING STRIDES. WE HAVE INCREASED NUMBERS, BUT, IT TAKES — THANK YOU FOR YOUR QUESTION. WE HAVE TIME FOR ONE MORE QUESTION, THEN WE WILL MOVE ON TO OUR PANEL.>>MINE IS MORE OF A STATEMENT AND IT KIND OF SEGUES INTO WHAT YOU JUST SAID. I AM IN RADIATION ONCOLOGY. WHAT I FIND ON RESIDENT INTERVIEW DAY IS I DON’T SEE THAT DIVERSITY COMING THROUGH IN THOSE MED STUDENTS COMING THROUGH ON RESIDENT DAY. SO ONE OF THE FACULTY AND I, SAID HOW DO WE FIND THE MED STUDENTS AND TALK TO THEM IN THEIR FIRST YEAR AND TALK TO THEM ABOUT RADIATION ONCOLOGY? AND WE HELD A SESSION WITH SOME OF THESE MED STUDENT AS FEW YEARS AGO TO TALK TO THEM ABOUT RADIATION ONCOLOGY AND STEER THEM THAT WAY. BUT WE HAVEN’T DONE IT IN A WHILE, BUT WE NEED TO TALK TO THEM SOONER WHEN THEY ARE IN MED SCHOOL AND TALK TO THEM AND TRY TO HELP STEER THEM INTO THAT PATH. SO, COME RESIDENT INTERVIEW DAY, WE SEE MORE STUDENTS WITH THAT DIVERSITY.>>GREAT. THANK YOU VERY MUCH. AND SO, YOU BRING UP SOME AMAZING POINTS. IT’S NEVER TOO EARLY TO ENGAGE. YOU CAN ENGAGE PEOPLE IN JUNIOR HIGH SCHOOL. AND A LOT OF TIMES LIKE I’M AN OTOLARYNGOLOGIST. WHEN I WAS IN HIGH SCHOOL, I DIDN’T KNOW WHAT THAT WAS. THE FACT THAT YOU ARE REACHING OUT AND EXPOSING THEM TO RADIATION ONCOLOGY WHICH IS AN AMAZING FIELD, I DIDN’T KNOW MUCH ABOUT IT WHEN I WAS IN MEDICAL SCHOOL. MANY OF YOU KNOW THAT WE HAVE ANNUAL SIMULATION FESTIVAL AT THE STUDENT NATIONAL MEDICAL ASSOCIATION. WE HAVE OVER 55 FACULTY STAFF CHAIRS AND LEARNERS WHO GO AND DR. CHAPMAN PARTICIPATED AS WELL AND MET WITH DIVERSE STUDENTS FROM AROUND THE COUNTRY TO EXPOSE THEM TO MICHIGAN MEDICINE. WE ALSO HAVE A HEALTH EQUITY VISITING CLERKSHIP WHICH WE PARTNER WITH THE DEPARTMENTS BRINGING ANYONE INTERESTED IN HEALTH EQUITY TO COME HERE. WE GIVE THEM A STIPEND, A MENTORSHIP. EVERYIER WE HAVE BEEN VERY SUCCESSFUL IN MATCHING THOSE INDIVIDUALS. THIS YEAR WE HAVE CLOSE TO 20 PEOPLE FROM THE OUTSIDE COMING HERE TO DO A ROTATION. IT’S A VERY POPULAR PROGRAM. ONE THAT I WOULD IMAGINE, ONE OF THE MOST POPULAR IN THE COUNTRY. SO, THERE ARE OPPORTUNITIES. IF YOU HAVE OTHER IDEAS OF HOW YOU WANT TO REACH BACK AND ENCOURAGE PEOPLE, WELCOME YOUR IDEAS AND ALSO THE OPPORTUNITY FOR YOU TO WRITE A MINI GRANT. IF YOU WANT TO GO INTO JUNIOR HIGH SCHOOLS AND MENTOR. IT’S REALLY IMPORTANT THAT WE ENGAGE PEOPLE AND LET THEM KNOW THAT MEDICINE AND RADIATION ONCOLOGY AND OTOLARYNGOLOGY IS POSSIBLE TO THEM. THANK YOU TO OUR SPEAKERS. IT’S AMAZING TO GET A SNIPPET OF SOME OF THE THINGS THAT WE ARE DOING IN MICHIGAN MEDICINE. WE ARE GOING TO PLAY A VIDEO NOW FROM NURSING AND THEN WE ARE GOING TO ASK OUR PANELISTS TO COME UP WHILE THIS INDIVIDUAL YES IS BEING PLAYED. — WHILE THIS VIDEO IS BEING PLAYED, FOR OUR NEXT ONE.>>WHAT MADE YOU COME TO THE UNIVERSITY OF MICHIGAN? WHY ARE WE SO IMPORTANT? AND, HAS ALWAYS BEEN BECAUSE I SEE THE DIVERSITY. I SEE THE PASSION. I SEE EDUCATION AND I SEE SO MANY DIFFERENT PEOPLE HAVE THE SAME COMPASSION. AND HAVE THE SAME LOVELY FOR NURSING. IF YOU HAD A FIRST CAREER SOMEWHERE ELSE OR YOU DID A TRADITIONAL FOUR-YEAR COLLEGE RIGHT OUT OF HIGH SCHOOL, NO MATTER WHAT YOUR BACKGROUND IS, YOU WILL FIT IN HERE.>>IT’S NICE TO SEE OUR WORK OF FORCE IN THE MIXTURE OF OLD PEOPLE, EXPERIENCED, BUT WE ALSO HAVE YOUNGER PEOPLE WITH ENERGY, I THINK THAT KIND OF MIXTURE IS VERY TELL THEY FOR OUR WORKING ENVIRONMENT.>>U OF M HAS BECOME A MELTING POT NOW AND I LOOK AT THAT AND I SMILE BECAUSE NOW WHENEVER ANYONE COMES IN, THEY SEE ME, THEY SEE THE UNIQUENESS OF THE UNIVERSITY OF MICHIGAN NURSING. ♪>>HAVING THOSE CONNECTIONS, HAVING PEOPLE THAT YOU CAN LEAN ON AND WORKING IN AN ENVIRONMENT THEY FEEL SUPPORTED BY YOUR CO-WORKERS WAS HUGE.>>EVEN THOUGH IT’S TERRIFYING GOING FROM A SMALL PLACE TO SUCH A LARGE UNIVERSITY, IT WAS COMFORTING TO KNOW THAT I WASN’T ALONE. AND THERE’S ALL KINDS OF SUPPORT AVAILABLE.>>I FOUND THAT WE ALL, ALL OF US, PLAY A PART. NOT A SINGLE CASE CAN GO BY WITHOUT ALL PARTS MOVING TOGETHER. YOU ARE HONORED AND, THAT’S AN EXCELLENT WORD. YOU ARE HONORED TO BE PART OF THAT FOR THESE FAMILIES. JUST BE THE BEST THAT YOU CAN BE. LOOK YOURSELF IN THE MIRROR AND SAY, YOU KNOW, I’M DOING SOMETHING REALLY GOOD FOR PEOPLE. AND THIS IS WHAT YOU ARE SUPPOSED TO DO. AND THIS IS WHAT YOU WERE MADE FOR AND YOU ARE GOING TO LOVE IT.>>JUST ONE EXAMPLE OF THE GREAT THINGS WE ARE DOING. [APPLAUSE]>>SO NOW, WE ARE GOING TO HAVE A PANEL DISCUSSION. LEADING ACROSS DIFFERENCE, THE PANEL, BECAUSE THAT IT’S THE THEME OF OUR SYMPOSIUM TODAY. AND SO WE ARE GOING TO WELCOME OUR PANELISTS TO OUR STAGE. THE STAGE IS SMALL. BUT THE PEOPLE ARE HUGE IN ALL THEIR EFFORTS. AND I’LL INTRODUCE THEM TO YOU. FROM LEFT TO RIGHT, IT’S SONYA JACOBS. SHE IS THE CHIEF ORGANIZATIONAL LEARNING OFFICER AND THE SENIOR DIRECTOR IN HUMAN RESOURCES AND THE DIRECTOR OF FACULTY AND LEADERSHIP DEVELOPMENT FOR THE UNIVERSITY OF MICHIGAN MEDICAL SCHOOL AND MICHIGAN MEDICINE AND I THINK THE WHOLE UNIVERSITY. SO SHE IS EVERY WOMAN. [LAUGHTER] AND SITTING NEXT TO HER IS PEDRO KWORACHIAZ, DID I GET IT CLOSE? SORRY, PEDRO. MANAGER OF THE OFFICE OF EXPERIENCE, HE HAS DONE AMAZING WORK HELPING US WITH OUR HEALTH EQUITY INDEX FOR LGBTQ PATIENTS AND THAT PARTNERSHIP IS GREATLY APPRECIATED. ALL THE WORK THAT WE DO IN OEHI IS A PARTNERSHIP. I COULDN’T DO ALL OF IT BY OUR SELF WAS OUR OWN TEAM. SO, I REALLY APPRECIATE THAT. NEXT TO HIM IS SEAN DWAR, EXECUTIVE DIRECTOR OF UNIVERSITY HOSPITAL. CARDIOVASCULAR CENTER. AND NEXT TO HER IS FARAME OKINAWMAI ASSISTANT PROFESSOR OF FAMILY MEDICINE, PHYSICAL MEDIAN AND REHABILITATION. I MENTIONED HIM EARLIER. SO, WHAT WE WILL DO IS WE’LL HAVE SOME QUESTIONS, AT LEAST A FEW OF YOU REFLECT UPON AND ANSWER. I’M GOING TO START WITH, WHAT IS ONE WAY THAT YOU IN YOUR CURRENT ROLE, WORK ACROSS DIFFERENCES? ANYONE?>>CAN YOU HEAR ME?>>YES.>>OK. GREAT. GOOD MORNING.>>GOOD MORNING. I AM REALLY HAPPY TO BE HERE. AS I THINK ABOUT WORKING ACROSS DIFFERENCES, I THINK IN MY ROLE I GET A CHANCE TO INTERACT WITH MANY MANY DIFFERENT PEOPLE AT MANY DIFFERENT LEVELS. FROM MANY DIFFERENT BACKGROUNDS. AND WHEN WE THINK ABOUT, YOU KNOW, DIVERSITY, THERE’S 31 DIFFERENT ATTRIBUTES SO IF YOU THINK ABOUT THOSE DIFFERENT ATTRIBUTES EVERY SINGLE DAY I GET AN OPPORTUNITY TO EXPERIENCE SOMEONE WHO MAY NOT HAD TO WALK THE SAME PATH THAT I HAVE WALKED. BUT I THINK ABOUT THE WORK THAT I DO AS A STAFF MEMBER AND WORKING WITH FACULTY. THAT’S AN EXAMPLE OF WORKING ACROSS DIFFERENCES ON A DAILY BASIS. ALSO, BEING ABLE TO WORK WITH STAFF AND FACULTY WHO REPRESENT DIFFERENT GENERATIONS. AND HEARING FROM THEM, WHAT INTERESTS THEM, WHAT CONCERNS THEM, AND EACH AND EVERY EXPERIENCE MAKES ME BETTER AS AN INDIVIDUAL. BECAUSE THERE’S LEARNING WITH EVERYONE. I ALSO THINK THAT WHEN I HAVE THE OPPORTUNITY TO WORK ACROSS THE DIFFERENT ACADEMIC UNITS, YOU KNOW, I GREW UP IN TO THE HEALTH SYSTEM, IS WHAT I TELL FOLKS. AND HAVING THE ABILITY NOW FOR THE LAST THREE YEARS TO WORK ACROSS THE ENTIRE UNIVERSITY HAS BEEN A VERY GOOD EXPERIENCE FOR ME. BECAUSE THERE ARE MANY DIFFERENT PERSPECTIVES NOW AND MANY DIFFERENT NEEDS AND I HAVE TO AVAIL MYSELF OF THAT WORLD SO THAT I CAN BETTER SERVE AND BETTER SUPPORT.>>THANKS, SONYA. CAN YOU HEAR ME?>>YES.>>FIRST OF ALL, I WANT TO SAY IT’S NOT OFTEN THAT I’M ON A PANEL WHERE WE START WITH A GROUP KIND OF HUG WHICH IS AWESOME. WHICH IS AWESOME. I LOVE ALL THESE PEOPLE. IT’S SUCH A PLEASURE TO BE ABLE TO WORK WITH THEM. IN MY ROLE AS A LEADER OF THE HOSPITALS, I THINK IT IS A PRIVILEGE FIRST OF ALL, BUT IT COMES WITH GREAT RESPONSIBILITY AROUND THINKING ABOUT WHAT IS IT WE ARE TRYING TO ACCOMPLISH? AND HOW DO WE GET THE MOST VALUE FROM EVERY SINGLE PERSON THAT COMES TO WORK EVERY DAY WITH THE GOAL OF REALLY DOING A GREAT JOB? UPPER-RESPIRATORY AND I’VE COME TO REALIZE WE HAVE A LONG WAY TO GO IN DOING THAT. AND THAT’S INCLUSIVE OF MYSELF AS LEADER. SO IN MY ROLE, I THINK IN LISTENING TO THE DEPARTMENT OF SURGERY PRESENTATION, THERE ARE MANY STRUCTURAL THINGS THAT YOU CAN DO AND PROGRAMS YOU CAN PUT IN PLACE AND THEY ARE WONDERFUL. WHAT I THOUGHT I MIGHT TALK TO YOU ABOUT IS ONE OF THE THINGS I SEE IN MY ROLE AS A LEADER IN MANAGING DIFFERENCE EVERY DAY IS REALLY TO THINK ABOUT IT EVERY DAY. INTENTIONAL EVERY DAY AND TRY TO BE BETTER EVERY DAY. IN ORDER TO DO THAT, I REALLY TRY TO BE CURIOUS EVERY DAY WITH THE PEOPLE I AM IN THE ROOM WITH. BECAUSE I ALWAYS HAVE SOMETHING TO LEARN AND THEY HAVE MORE VALUE TO GIVE. AND SO, I HAVE JUST LEARNED A LOT FROM MANY PEOPLE BY TRYING TO LISTEN AND FOR THOSE OF YOU WHO KNOW ME, THAT TAKES A LOT OF PRACTICE ON MY PART. BUT I THINK I’M GETTING BETTER AT IT. AND SO I THINK PART OF A LEADER, YOU HAVE TO BE WILLING TO UNDERSTAND YOURSELF, WHAT YOUR STRENGTHS ARE, WHERE YOU ARE CHALLENGED, WHAT YOUR BIASES ARE, BE WILLING TO BE UNCOMFORTABLE ABOUT THAT. AND TO ALLOW A GROUP TO BE UNCOMFORTABLE WITH THAT WHEN CONFLICT ARISES, BECAUSE WE GET THE BEST SOLUTIONS WHEN WE CAN MANAGE ACROSS THAT. SO, I SEE THAT AS REALLY A CORE COMPETENCY OF LEADERS MANAGING ACROSS DIFFERENCE. BUT I DON’T THINK OUR CULTURE IS REALLY VERY COMFORTABLE WITH THAT. SO, IT’S ONE OF THE THINGS I AM REALLY TRYING TO WORK ON AND SEE AS MY ROLE IN PARTICULAR LATELY. THANKS.>>I’M GOING TO PUT MY SOCIAL WORK STUDENT HAT ON FOR A SECOND AND TALK A LITTLE BIT ABOUT CHALLENGING THE PROBLEM OR THE POLICY AND NOT THE PERSON. I THINK A LOT OF TIMES ESPECIALLY IN TODAY’S CLIMATE, IT ENDS UP BEING ABOUT THE RELATIONSHIP WE HAVE WITH A PERSON AND WE SHUT DOORS AND WE CLOSE CONVERSATIONS, BECAUSE WE SEE IT ABOUT, YOU KNOW, HAVING HATRED AGAINST SOMEBODY AS OPPOSED TO HAVING, YOU KNOW, A PASSION FOR TRYING TO FIX WHAT THE POLICY IS, WHICH REALLY IS THE ROOT CAUSE OF SOME OF THE THINGS THAT WE ARE SEEING AS PROBLEMS. SO WHEN YOU WORK IN AN OFFICE SETTING, WORKING ON PROJECTS, TRYING TO SOLVE A PROBLEM, YOU HAVE TO LOOK AT THE POLICIES. YOU HAVE TO LOOK AT WHAT THE PROBLEMS ARE OUT THERE. AND NOT THE PEOPLE. BECAUSE THE PEOPLE ARE THE ONES YOU HAVE TO WORK WITH IN ORDER TO FIND A SOLUTION FOR THIS STUFF. SO, AGAIN, TAKING EMOTIONS OUT OF IT, LOOKING AT THE WORDS AND NOT THE RELATIONSHIPS.>>I WILL PIGGY BACK ON THAT TO TALK ABOUT THE DIFFERENCE THAT I FEEL I WORK IN. I HAVE THE OPPORTUNITY TO WORK WITH OUR MEDICAL STUDENTS AND THE MEDICAL STUDENTS ARE OFTEN THE ONES THAT ARE A BIT FURTHER ALONG IN UNDERSTANDING WHY DIVERSITY, EQUITY AND INCLUSION IS IMPORTANT AND THEY HAVE A MULTITUDE OF OPINIONS AND IDEAS AS TO HOW THINGS SHOULD BE AND THEY WANT THEM TO BE THAT WAY RIGHT NOW. I, THEN, ALSO WORK WITH FACULTY AND AS WAYNE WAS SAYING EARLIER, FACULTY ARE OFTEN SOMETIMES THE MOST DIFFICULT ONES TO CHANGE. AND, I HAVE TO BALANCE THIS STRUGGLE OF BEING A FACULTY MEMBER, BUT ALSO ADVOCATING FOR MY STUDENTS AND TRIKING TO FORM THIS BRIDGE THAT PHYLLIS TALKED ABOUT EARLIER TO THEN ALLOW THEM TO NOT BLAME THE PERSON, BUT BLAME THE POLICY AND THE PROCEDURES THAT ARE IN PLACE BECAUSE OFTENTIMES THE STUDENTS FEEL AS THOUGH WE AREN’T HEARING THEM AND THEY DON’T ALWAYS SEE THE WORK THAT’S BEING DONE. THEY DON’T ALWAYS SEE THE IMPACT THAT MAYBE THINGS ARE HAVING BECAUSE IT DOESN’T ALWAYS TEND TO GET TO THEM RIGHT AWAY. AND THEN PUTTING MYSELF IN THEIR POSITION, AS A YOUNG BLACK DISABLED FACULTY MEMBER, I OFTEN FEEL THE SAME WAY BUT I HAVE TO DO A BETTER JOB OF TRYING TO CONTINUE TO BRIDGE THOSE GAPS AND THAT COMMUNICATION AS I AM TRYING TO FORGE MY PATH IN THE SAME SYSTEM WHERE PEOPLE DON’T NECESSARILY LOOK LIKE ME AS I’M GETTING FURTHER ALONG. I THINK I’VE HAD A WONDERFUL OPPORTUNITY TO BE ON BOTH SIDES OF THE FENCE, SO TO SPEAK, AND LEVERAGE THE DIFFERENT SORT OF DEMOGRAPHICS THAT I FALL INTO WHILE TRYING TO UPLIFT EVERYONE AT THE SAME TIME AND MAKE IT CLEAR THAT WE ARE DOING THE WORK EVEN THOUGH IT’S NOT ALWAYS VISIBLE, THE IMPACT, RIGHT AWAY.>>SO THANK YOU. WILL SOME OF THE THINGS I HEARD THERE IS, WHICH ARE TRUE TO OUR INSTITUTION, SOMETIMES PEOPLE DON’T FEEL THEY ARE BEING HEARD. AND ONE BEST PRACTICE I HEARD THERE IS TO KIND OF HAVE SOME GENUINE CURIOSITY AND, AS WE ARE LEADERS IN LISTENING THAT THIS IS UNCOMFORTABLE. THAT’S WHERE WE GROW WHEN WE ARE IN OUR OUTSIDE OF OUR COMFORT ZONE. SO, HAVING SAID THAT, I WANT TO KNOW MORE ABOUT YOUR PERSONAL AND PROFESSIONAL GROWTH FROM WORKING WITH OTHERS OF DIFFERENT BACKGROUNDS. YOU KNOW. WHAT HAVE YOU EXPERIENCED AND HOW HAS THAT CHANGED YOU EITHER PERSONALLY AND/OR PROFES PROFESSIONALLY? I IMAGINE YOU DO THINGS DIFFERENTLY NOW THAN YOU DID FIVE YEARS AGO.>>THE BOSS IT TELLING ME TO GO FIRST. SO I SHOULD PROBABLY LISTEN TO HER. I TOOK — SHAMELESS PLUG IF YOU WILL FOR ONE OF THE COURSES OEHI DOES. ONE OF THE THINGS YOU LEARN IS WE ALL SPEAK AND SEE DIFFE DIFFERENTLY. OUR BEHAVIORS ARE DIFFERENT AND IN A DIVERSE WORKPLACE WE NEED TO UNDERSTAND THAT WHEN PEOPLE ARE SCREAMING AT US, THEY AREN’T MAD AT US OR PERHAPS IF THEY AREN’T MAKING EYE CONTACT, IT’S BECAUSE THOSE ARE OUR CULTURAL NORMS. IT HAS NOTHING TO DO WITH HOW THEY WANT TO ENGAGE WITH US ON A PROJECT OR SOLVING A PROBLEM. SO KEEPING IN MIND THOSE THINGS AND LOOKING AT THEM AND IDENTIFYING THEM, IS IMPORTANT BECAUSE THEN IT HELPS TO BUILD THOSE RELATIONSHIPS THAT WE HAVE TO CONTINUE TO DO IF WE WANT TO GET ANYWHERE WITH THINGS WE ARE WORKING ON.>>WHEN I FIRST THOUGHT ABOUT THIS QUESTION, I THOUGHT OH, THIS WILL BE THE EYE-ROLL QUESTION FOR MY CHILDREN WHO — THEY ARE LIKE — I’M ALWAYS ASKING THEM — SO WHAT DID YOU LEARN? WHAT DID YOU LEARN TODAY? THEY ARE IN THEIR 20s. THEY ARE LIKE MOM, I DIDN’T LEARN ANYTHING TODAY. BUT, THEY DID. YOU ARE ALWAYS LEARNING SOMETHING, WHETHER IT’S POSITIVE OR NOT. EVERY DAY. AND I THINK THAT THE THING THAT HAS BEEN THE BEST FOR ME IS THAT BY GETTING TO KNOW MORE PEOPLE AND EXPANDING MY NETWORK AND BEING OPEN TO PEOPLE THAT ARE DIFFERENT THAN ME, THAT I JUST GET MORE JOY OUT OF IT. I REALLY BELIEVE THAT. AND THINK I AM MORE ‘EM PATHETIC. I THINK I AM COMING INTO MY OWN A LITTLE BIT MORE. I THINK I’M BETTER FOR IT. I TELL YOU A LITTLE STORY, AT THE WOMEN’S LEADERSHIP CONFERENCE LAST YEAR, WE HAD A SPEAKER WHO WAS REALLY FANTASTIC. IF YOU HAVEN’T SEEN HER TED TALK, YOU SHOULD SEE IT. SHE’S A YOUNG BLACK WOMAN AND I WATCHED ALL OF THE BLACK WOMEN IN THE AUDIENCE SORT OF COME TO THE FRONT. WHERE’S CLARISSA. THEY WERE ALL COMING UP TO THE FRONT AND THEY WERE SO EXCITED TO HAVE HER SPEAK AND I THOUGHT I HAVE NEVER HEARD OF THIS MANY WOULD. I DON’T KNOW WHO SHE IS. SHE WAS SO AWESOME. SHE WAS SO AWESOME AND SHE HAS A POD CAST CALLED RANTS AND RANDOMNESS. SO SHE’S FUNNY, TOO. AND I HAVE TO TELL YOU, I STARTED LISTENING TO HER AND I HAVE LEARNED A LOT. AND I FIND MYSELF JUST REALLY BEING MORE CURIOUS, ASKING MORE QUESTIONS, AND SO I DON’T KNOW, I FIND IT TO BE FUN. I JUST WANTED TO SAY EVERYONE’S VERY SERIOUS, BUT I REALLY DO THINK THAT YOU CAN JUST HAVE MORE FUN AND BE A BETTER WELL-ROUNDED PERSON IF YOU EMBARK ON THIS JOURNEY. NOW I MUST SAY THERE ARE LOTS OF PEOPLE WHO DON’T HOLD MY VALUES AND MY BELIEFS, ALL KINDS OF STUFF. THAT REALLY IS UNCOMFORTABLE. BUT IT’S NOT THE WORST THING IN THE WORLD. RIGHT? IT GIVES US PERSPECTIVE AND I THINK HAVING MULTIPLE PERSPECTIVES AND LOOKING AT A PROBLEM OR AN ISSUE OR WHATEVER, JUST MAKES YOU BETTER ABLE TO PARTNER WITH PEOPLE TO GET TO SUCCESS. AND, THAT’S WHERE THE WORK PART COMES IN. WE ARE TRYING TO CHANGE EVERYTHING HERE. CHANGE INVOLVES PEOPLE. AND PEOPLE HAVE TO WANT TO MOVE FORWARD WITH YOU. SO, IF YOU CAN SEE MULTIPLE PERSPECTIVES AND GARNER THOSE CONNECTIONS, THEN YOU ARE MORE LIKELY TO HAVE A CHANGE THAT’S SUSTAINABLE.>>AND, YOU KNOW, AS SHE SAID, IT’S FUN, WHEN YOU BROUGHT THAT UP, SOMETHING THAT, I’LL ANSWER THE SAME QUESTION BY ADDING ANOTHER QUESTION TO IT. HE ASKED WHAT DO WE GET BY WORKING WITH PEOPLE FROM DIFFERENT CULTURES? I’M GOING TO GET WHAT DO I GET BY WORKING WITH PEOPLE IN THE SAME CULTURE? BUS, I WORKED WITH EXPERIENCE A FEW WEEKS AGO AND WE DID A PANEL ON PATIENT EXPERIENCE AND WE TALKED ABOUT CULTURAL HUMILITY. PEOPLE KNOW ABOUT CULTURAL COMPETENCE BUT NOT EVERYONE IS FAMILIAR WITH CULTURAL HUMILITY. IT REQUIRES AN EGOLESSNESS. I SAID, PEOPLE OF THE SAME CULTURE, IS BECAUSE I WOULD SAY THAT DISABILITY IS A CULTURE THAT PEOPLE TALK ABOUT. IN THE TIME THAT I’VE BEEN HERE, I HAVE BEEN ABLE TO INTERACT WITH SO MANY DIFFERENT PEOPLE WITH DISABILITIES THAT I LEARNED SO MUCH ABOUT DISABILITIES THAT I DIDN’T KNOW ANYTHING ABOUT. RIGHT? AND THAT IS SOMETHING THAT WOULD BE SEEN AS THE SAME CULTURE. WE MIGHT REALIZE THAT IF PEOPLE IN THE SAME CULTURE CAN HAVE SUCH VARIED DIFFERENCES, IMAGINE WHAT THINGS ARE LIKE FROM DIFFERENT CULTURES? AND IF YOU COME IN WITH THIS EGOLESSNESS AND ACKNOWLEDGE THAT YOU MAY HAVE A BLIND SPOT AS VAN JONES TALKED ABOUT IN HIS TALK YESTERDAY, AND YOU COME IN TO SAY THAT THIS BLIND SPOT IS SOMETHING THAT EVEN THOUGH IT’S NOT MY FAULT, IF I DON’T COME IN WITH AN EGO TO ACKNOWLEDGE THAT SOMEONE MAY KNOW SOMETHING THAT I DO NOT KNOW, AND THAT THERE MAY BE SOMEONE EVEN IN THE SAME GROUP OF PEOPLE I’VE BEEN WORKING WITH, THAT IF I HAVEN’T HAD A CONVERSATION ABOUT SOME OF THESE DIFFICULT THINGS, I MAY NOT KNOW THE WAY THAT THEY PERCEIVE THIS. YOU NEED PEOPLE TO WANT TO THEN WORK WITH YOU TO THEN IMPLEMENT CHANGE. IF YOU DON’T KNOW HOW OTHER PEOPLE WORK, FEEL OR SEE THINGS YOU MAY NOT GET TO THE CHANGE AND YOU MAY NOT REALIZE WHY IT IS THAT PEOPLE MAKE DECISIONS THAT THEY MAKE. BY WORKING WITH PEOPLE OF DIFFERENT CULTURES AND THE SAME CULTURE, YOU LEARN ABOUT THINGS THAT YOU DIDN’T OTHERWISE KNOW WHICH, TO BRING IT BACK TO MEDICINE AND HEALTH CARE, WE ARE ALL HERE FOR PATIENT CARE, AT THE END OF THE DAY. IF WE AREN’T ABLE TO DO THAT WITH OUR COLLEAGUES WITH OUR PEERS, THEN WHEN WE HAVE A DYNAMIC BETWEEN THE PATIENT AND PROVIDER OR THE NURSE AND THE PROVIDER OR THE CLERK OR THE PERSON MAKING THE PARKING TICKETS, THAT IS ALL PART OF THE PATIENT EXPERIENCE THAT WE DON’T UNDERSTAND WHY MAYBE SOMEONE ISN’T LOOKING AT YOU IN THE EYE OR WHY THEY ARE SPEAKING LOUDLY. SO HAVING THESE INTERACTIONS TEACHES EACH ONE OF US A LITTLE BIT MORE ABOUT THE WAY PEOPLE LIVE AND HOW THEY MAKE THEIR DECISIONS, AS WELL.>>I’LL PIGGY BACK ON WHAT I’M HEARING AROUND CURIOSITY AND ENGAGING VOICES. I HAVE THE GREAT PLEASURE OF WORKING WITH DR. BROWN ON AN EFFORT THAT LOOKS AT ADVANCING ASIANS IN LEADERSHIP ROLES AND I EXPLORED THAT TOPIC A WHILE AGO THROUGH MY MASTER’S THESIS. BUT IT’S BECOME MORE RECENT WHERE YOU CAN SIT IN A ROOM WITH PEOPLE OF DIFFERENT CULTURES AND BACKGROUNDS AND YOU CAN UNDERSTAND, ONE, THEIR PERSPECTIVE, BUT ALSO SEE THE COMMONALITY WITH MY OWN SELF. SO ONE OF THE THINGS THAT I HAVE LEARNED THROUGH THIS EFFORT IS WE SHARE A VERY COMMON VALUES. I THINK ABOUT THE IMPACT THAT THEIR FAMILY UPBRINGING HAD ON THEM AND THEIR CAREERS AND THE DECISIONS THAT THEY HAVE MADE. I HAVE GREAT APPRECIATION FOR HUMILITY AND THE WAY IN WHICH ONE MIGHT ENTER INTO THE WORLD AND INTO THE SPACE AND WHAT THEY BRING AND SO, IT HAS BEEN ONE OF THE MOST REWARDING EFFORTS. I HAVE LEARNED A LOT. I THINK I HAVE GROWN A LOT PROFESSIONALLY. AND IT MAKES ME EVEN MORE CURIOUS. EYE CONTACT, I HAVE A BETTER UNDERSTANDING OF WHERE THAT COMES FROM. DIFFERENT BACKGROUNDS, BUT ALSO SEE THE COMMONALITIES, THE BETTER WE ARE AS HUMAN BEINGS. AND I’M JUST GRATEFUL FOR THAT OPPORTUNITY. SO I LOOK FOR THOSE OPPORTUNITIES TO LEARN AND GROW PROFESSIONALLY AS WELL AS PERSONALLY.>>THANK YOU. AND SO, SOME OF THE THINGS I GATHERED FROM WHAT YOU SAID, ALL OF YOU, IS THAT WE ARE ALL LEARNERS IN THIS. AND THAT IT DOES TAKE SOME HUMILITY TO DO THIS. EVEN EVEN WHEN WE ARE TALKING TO SOMEONE MORE JUNE WHY ARE TO US OR AS A PHYSICIAN TALKING TO A PATIENT, WE ARE LEARNING ABOUT THEIR EXPERIENCE AND SO TO BE CURIOUS IN THE LEARNER MODE IS IMPORTANT. WE ARE NOT EXACTLY THE SAME. SO GETTING TO KNOW PEOPLE WHO EVEN MAY LOOK LIKE US, AND THAT THE SUCCESS OF THIS INVOLVES ALL OF THE PEOPLE AND, IF WE REALLY WANT TO BE THE INSTITUTION OF CHOICE FOR PEOPLE WHO WORK, LEARN, AND GET THEIR CARE, THEN WE NEED TO VALUE ALL OF THE PEOPLE HERE. SO, THANK YOU VERY MUCH. SO, HAVING SAID THAT, IF YOU HAD UNLIMITED RESOURCES, TIME, MONEY AND PEOPLE, I KNOW IT DOESN’T EXIST, BUT IF YOU DID, WHAT WOULD YOU IMPLEMENT TO HELP US BUILD RELATIONSHIPS THAT STRENGTHEN OUR COMMUNITY?>>SHOOT, THAT’S FUN. I ALWAYS LET PEOPLE SPEAK FIRST, BECAUSE EVERYONE WHO KNOWS ME KNOWS IF YOU LET ME SPEAK FIRST, I MIGHT KEEP GOING. I’M TEMPERING MY ENTHUSIASM FOR LETTING OTHERS GO FIRST. I’M ALREADY GETTING THE WRAP UP BOX. I THINK WE ARE ALL DOING A WONDERFUL JOB OF TRYING NOT TO SAY THE SAME THING OTHER PEOPLE ARE SAYING BUT I WILL SAY SOMETHING THAT HOPEFULLY ISN’T THE SAME THING SOMEONE ELSE WILL SAY AND THAT’S WHY I’LL PUT IT OUT THERE. IF RESOURCES WERE UNLIMITED, I WOULD BUILD A HEALTH SYSTEM THAT IS ACTUALLY INCLUSIVE AND ACCESSIBLE. NOW, WE ARE HERE TO CARE FOR INDIVIDUALS IN NEED. MOST PEOPLE THAT COME INTO THE HEALTH SYSTEM HAVE SOME SORT OF DISABILITY. WHETHER IT IS TEMPORARY OR PERMANENT. YET, THIS FACILITY, THIS STRUCTURE THAT WE WORK IN, THAT WE LIVE IN, IS NOT ONE THAT IS AUTOMATICALLY ACCESSIBLE. AND THAT IS SOMETHING THAT OUR LEARNERS ARE SEEING, PATIENTS ARE SEEING AND VISITORS ARE SEEING. IF RESOURCES WERE UNLIMITED, THE REASON I THINK THIS WOULD BUILD CONNECTIONS IS BECAUSE WE HAVE CREATED A SEPARATION BETWEEN PATIENT AND PROVIDER IN A WAY THAT IS FALSE. AS DR. BROWN MENTIONED I AM AN ASSISTANT PROFESSOR OF FAMILY MEDICINE AND A PROVIDER THAT SEES PATIENTS YET 99% OF THE TIME AS I MOVE THROUGH THE HEALTH SYSTEM, PEOPLE ASSUME I’M A PATIENT. THE FUNNY THING IS I HAD AN M.R.I. LAST NIGHT AND I ACTUALLY WAS A PATIENT AND THAT’S THE FIRST TIME SOMEONE SAW ME ASKED ME IF I WAS GETTING OFF MY SHIFT. I THOUGHT THIS IS HILARIOUS. THE ONLY TIME I HAVE BEEN LEAVING, AND I WAS IN SWEAT PANTS AND A SWEATSHIRT LEAVING AN MRI AND SHE GOES ARE YOU GETTING OFF YOUR SHIFT? WELL THEN I COULD BE IN MY WHITE COAT AND SOMEONE ASKS ME IF I AM LOST AND ARE TRYING TO SHOW ME SOMEWHERE. BUT I SAY THIS BECAUSE IF WE ACKNOWLEDGE THAT DISABILITY IS SOMETHING WE WILL ALL EXPERIENCE AND WE BUILD STRUCTURES TO ALLOW EVERYONE TO BE THERE, I TELL PEOPLE THAT PUTTING A RAMP IN A BUILDING DOESN’T MEAN THAT SOMEONE WHO COULD HAVE USED THE STAIRS CAN’T USE THE RAMP BUT WHEN YOU HAVE STAIRS SOMEONE THAT NEEDS A RAMP CAN’T GET IN. AND WE TALK ABOUT TRYING TO CREATE ACCESS AND PIPELINES AND ALLOWING PEOPLE TO GET TO PLACES BUT WHEN PEOPLE CAN’T GET INTO THE BUILDING, THEY ARE NEVER GOING TO HAVE A SEAT AT THE TABLE. SO IF WE CAN CREATE A HEALTH SYSTEM THAT’S ACCESSIBLE, AND THAT MEANS SO MUCH MORE. THAT’S WHAT I HAVE LEARNED OVER THIS YEAR. DISABILITY ISN’T JUST PHYSICAL OR VISIBLE THAT YOU CAN SEE, BUT THERE ARE SO MANY OTHER NEEDS THAT INDIVIDUALS HAVE THAT DISABILITY HAS THIS STIGMA THAT AUTOMATICALLY IT MEANS LESS THAN, OR UNABLE. AND I DON’T BELIEVE THAT. BUT ALL OF THE DIFFERENT THINGS THAT PEOPLE HAVE, THE NEEDS THIS HE HAVE TO BE ABLE TO ACCESS SOMETHING, IF WE CREATED A SYSTEM THAT WAS ACCESSIBLE AND INCLUSIVE, OUR PATIENTS, LEARNERS, VISITORS, EVERYBODY WOULD BE ABLE TO BENEFIT FROM IT. SO –>>I’M GOING TO KEEP ON THE FACILITIES DISCUSSION. ONE THING I THINK I MISSED FROM BEING A COLLEGE STUDENT, I SEE IT NOW IN GRAD SCHOOL IS THE PHYSICAL SPACES THAT ARE CREATED FOR STUDENTS TO COME TOGETHER AND TALK ABOUT IDEAS AND CELEBRATE DIFFERENCES. SO, YOU KNOW, IF I WERE IN MICHIGAN MEDICINE ONE DAY I WOULD BUILD A CULTURAL CENTER PHO STAFF MEMBERS. WE CELEBRATE DIVERSITY, TALK ABOUT COURSES BUT NEVER GIVE PEOPLE THE SPACE TO ACTUALLY DO THIS AND COME TOGETHER AND TALK TOGETHER, PUT DIFFERENT FLAGS UP, STUFF LIKE THAT. PLACES WE CAN ALL COME TOGETHER, CELEBRATE DIVERSITY IN A PHYSICAL SPACE. BECAUSE TANGIBLE CARRIES A LOT OF WEIGHT. A MESSAGE WE TRY TO SEND OUT IS IMPORTANT, BUT, YOU KNOW, JUST ASSIGNING SOMEBODY INTERPRETIVE SERVICES THE OTHER DAY AND IN THEIR OFFICE SETTING, THEY ALL KIND OF, A REPRESENTATIVE OF THE DIFFERENT CULTURES THAT THEY ARE THERE FOR AND SO SHE SAID IT’S NOT UNCOMMON FOR US TO BE EXCHANGING FROM OUR OWN UNIQUE CULTURES THAT WE BELONG TO AND WE ARE TRYING DIFFERENT FOODS AND DIFFERENT THINGS AND THAT’S PRETTY NEAT. AND THEY CAN DO THAT IN THEIR OFFICE SPACE. IF WE DO THAT FOR THE BROADER COMMUNITY, THINK THAT WOULD BE AWESOME.>>I WANT TO SHIFT FROM FACILITIES AND SPACE AND TALK ABOUT THE PEOPLE. AND DEVELOPMENT. SO IF MONEY WAS NO ISSUE, TIME, I WOULD MAKE SURE THAT EVERYONE HAD AN OPPORTUNITY FOR DEVELOPMENT. THAT THERE ARE NO BARRIERS TO YOUR DEVELOPMENT. AND YOUR GROWTH. AND YOU HAVE AN OPPORTUNITY TO BUILD SKILL TO BE PREPARED FOR ANY POSITION THAT CAME AVAILABLE IN THE ORGANIZATION. AND THAT WE ALLOWED FOR YOU TO HAVE ACCESS TO THOSE OPPORTUNITIES IN A WAY THAT WE DON’T CURRENTLY HAVE, AS WELL. THAT’S A SYSTEM THING. BUT IF WE ALL HAVE AN OPPORTUNITY TO BUILD SKILLS AND MAKE SURE WE HAVE THE RIGHT PEOPLE IN THE RIGHT PLACE AT THE RIGHT TIME, WE WILL BUILD AND STRENGTHEN OUR COMMUNITY BECAUSE THAT PROVIDES OPPORTUNITIES FOR OTHERS WITH DIFFERENT PERSPECTIVES TO BE IN DIFFERENT PLACES, TO BUILD THE GREAT UNIVERSITY THAT WE HAVE AND CAN HAVE IN THE FUTURE. SO, MINE IS ALL ABOUT PUT THE INVESTMENT IN OUR GREATEST RESOURCE, WHICH IS OUR PEOPLE.>>I THINK WE WENT IN THE RIGHT ORDER. BECAUSE WE NEED THE FACILITY AND WE NEED THE PEOPLE TO BE DEVELOPED. I THINK I WOULD ADD THAT WE NEED THEM TO HAVE TIME. IT IS SUCH A PRECIOUS RESOURCE AND IT’S FOR EVERYBODY BUT WHAT I SEE IS THE PACE OF CHANGE, THE WORKLOAD, THINGS ARE SO BUSY THAT PAUSING TO BE ABLE TO WORK THROUGH THINGS TOGETHER, TO ENJOY EACH OTHER’S DIFFERENCE IN A SPACE THAT MIGHT BE CREATED, IS EXTREMELY CHALLENGING. SO I WOULD GIVE US SOME TIME. I WOULD ALSO PUT SOME SUPPORTS IN PLACE FOR PEOPLE TO HAVE FACILITATED CONVERSATIONS ON A REGULAR BASIS WITH PEOPLE WHO ARE REALLY SKILLED AT THAT. THINK WE HAVE SOME HERE AND I TELL YOU IF I COULD TAKE THEM INTO EVERY CONVERSATION I WAS HAVING I WOULD TAKE THEM. THERE ARE SOME PEOPLE THAT ARE HELPFUL TO MAKE THAT LESS UNCOMFORTABLE. SOME OF THEM ARE SITTING HERE AND THEN I THINK A COUPLE OF OTHER THINGS I WOULD DO IS I WOULD SHUT OFF E-MAIL FOR PROBLEM SOLVING. AMEN? OK. NOTHING GETS SOLVED COMPLICATED ON E-MAIL AND THERE’S WAY TOO MUCH OF IT AND PROBLEMS ARE REALLY SOLVED BY PEOPLE FACE-TO-FACE AND IT IS NEVER THE TECHNICAL SOLUTION, WE HAVE PLENTY OF GOOD SOLUTIONS TECHNICALLY. IT’S ALL ABOUT MAKING THE CHANGE AND WE GOT TO DO THAT TOGETHER. SO E-MAIL WOULD GO OFF MAYBE FOR A DAY? MAYBE FOR A LITTLE WHILE. ANOTHER THING I WOULD DO, THIS IS SORT OF FACILITIES, BUT I WOULD PUT IN MUCH MORE VIDEO CONFERENCING BECAUSE WE ALL CANCAN’T BE IN THE SAME PLACE AT THE SAME TIME. WE TRY TO BE ON THE PHONE, BUT IT’S DIFFICULT TO UNDERSTAND INTENT AND EMOTION ON THE PHONE. THIS IS ALL ABOUT HOW DO WE WORK THROUGH DIFFERENCE? IT’S HARD TO DO WHEN YOU AREN’T TOGETHER, WHEN YOU CAN’T SEE EACH OTHER AND WHEN YOU HAVE NO TIME SO THAT’S WHAT I WOULD ADD TO THE SECRET SAUCE UP HERE.>>SO, THEIR INGREDIENTS FOR ADVANCING THIS IS SPACE, SPACE AT THE TABLE, AND ALSO SPACE TO COME TOGETHER TO CELEBRATE US, AND ALSO CYBER SPACE, I’M GOING TO PUT VIDEO CONFERENCE BECAUSE WE DON’T ALWAYS HAVE THE TIME, BECAUSE E-MAIL DOESN’T REPLACE THE INDIVIDUAL AND THE PEOPLE SO NO BARRIERS TO DEVELOPMENT. I WILL SHARE FROM OEHI, WE HAVE ONE OF OUR DASHBOARD GOALS IS TO HAVE 100% OF OUR STAFF PARTICIPATE IN A PROFESSIONAL DEVELOPMENT ACTIVITY EVERY YEAR SO YOU IN YOUR AREAS AS LEADERS CAN BE INTENTIONAL ABOUT WHAT YOU DO. WE EVEN GIVE THEM RESOURCES SO THEY ARE ALL ACCOUNTABLE, HEAR ME GO SAY IT IS TRUE. WE REALLY DO WANT THEM ALL TO DO IT. THAT’S GOING TO HELP THEM OUT AND TIME TO PAUSE AND ENJOY THAT SPACE AND EACH OTHER. SO THAT’S REALLY IMPORTANT. SO HOW DO YOU ALL CELEBRATE OTHER CULTURES OR PROVIDE EDUCATION ACROSS ROLES AT MICHIGAN MEDICINE? IS IT FORMAL? INFORMAL? HOW DO YO DO YOU CELEBRATE CULTS AND ACKNOWLEDGE THEM? OR APPRECIATE THEM?>>I’LL SAY ONE. I DON’T THINK I DO ENOUGH. SO I’LL ACKNOWLEDGE THAT BUT I HAVE A MULTI CULTURAL CALENDAR THAT LARITA THOMAS PASSES OUT EVERY YEAR. SOMEBODY NEEDS TO RAISE THE MANTLE, MAYBE IT’S ME, TO CONTINUE TO DISTRIBUTE THOSE. NOW THAT SHE’S RETIRED. BUT IT’S BEEN VERY INFORMATIVE TO LEARN ABOUT DIFFERENT CULTURES AND TO BE ABLE TO REFLECT ON THOSE IN THE MOMENT. I THOUGHT ABOUT TODAY, YOM KIPPUR, THE HOLIEST I DID FOR OUR JEWISH COMMUNITY AND THINK ABOUT WHAT CAN I DO TO TRY TO LEARN A LITTLE BIT MORE ABOUT IT? AND IT’S JUST TRYING TO BE MORE INTENTIONAL ABOUT ASKING QUESTIONS RELATED TO ONE’S BACKGROUND AND/O CULTURE SO THAT WE CAN ACKNOWLEDGE AND CELEBRATE THAT. ONE SIMPLE THING THAT I REGULARLY DO AROUND THE HOLIDAYS, I AM MINDFUL THAT NOT EVERYONE CELEBRATES THE SAME HOLIDAYS THAT I DO. BUT TO ACKNOWLEDGE THOSE THAT DO IN A WAY THAT RESPECTS THEIR BELIEFS. WILL AND BACKGROUND AS IN, YOU KNOW, HANUKKAH. AND THINK WE HAVE TO DO THOSE THINGS. THAT JUST MAKES US A BETTER COMMUNITY AND A MORE AWARE AND RESPECTFUL COMMUNITY.>>I THOUGHT ABOUT THIS EARLY AND I FILL OUT A MAKING A DIFFERENCE AWARD FOR PEOPLE OF MICHIGAN MEDICINE AND FOR THE EQUIVALENT ON THE UNIVERSITY SIDE. AND I MAKE SURE THAT THE WORDING AND THE WORDS I USE ARE REPRESENTATIVE OF THE PEOPLE THAT I AM WRITING. IF I SUBMITTED FOR SOMEONE ON CAMPUS AND THEY USE THEY THEM PRONOUNS AND I MADE THEM PULL THE NOMINATION BACK, BECAUSE I THINK THAT I HAD WRITTEN SOME SCRIPT AND THEY USED THE WRONG PRONOUN. I SAID YOU CAN’T MISPRONOUN SOMEBODY. SO, BUT THAT ASIDE, I THINK JUST TAKING THE SECOND TO WRITE SOMETHING TANGIBLE THAT SOMEBODY CAN GET GOES A LONG WAY. MUCH AND A NUMBER OF TIMES YOU WILL SUBMIT THEM AND YOU WILL GET A RESPONSE FROM SOMEBODY WHO SAYS THANK YOU FOR TAKING THE TIME TO DO THAT. THAT DOESN’T ALWAYS HAPPEN. I THINK IT GOES A LONG WAY WHEN WE ARE TALKING ABOUT BUILDING BRIDGES, IT’S HUGE TO KIND OF SEND THAT OUT AND WRITE TO PEOPLE. THE SYSTEM’S IN PLACE. SO LET’S USE THEM.>>I THINK THIS IS HUGELY IMPORTANT AND WHILE I KNOW THAT IN MY HEAD THE IMPORTANCE OF RECOGNIZING AND CELEBRATING. IT IS NOT MY STRENGTH AND YOU KNOW MY ASSISTANT KNOWS THAT. PEOPLE IN MY DEPARTMENT KNOW THAT. I’M ON TO THE NEXT THING. AND SO, THIS IS WHERE I HAVE TO USE STRUCTURE. RIGHT? SO, BECAUSE I HAVE TO REMIND ME SELF. I HAVE LITERALLY A WEEKLY WORK SHEET THAT I USE AROUND KEY THINGS THAT I WANT TO MAKE SURE I REMEMBER TO DO. AND SAYING THANK YOU AND CELEBRATING IS ON THERE. AND I AM REALLY GOOD AT IT NOW. I’M GETTING MUCH BETTER. SO, YOU KNOW, I HAVE WRITTEN PROBABLY OVER THE LASTIER OVER 100 THANK YOU NOTES PERSONALIZED. MANY WE DO THIS ON OUR STRUCTURED ROUNDS. WE ROUND AT LEAST ONCE OR TWICE A WEEK. WE ASK FOR WHO SHOULD BE RECOGNIZED FOR WHAT? WE WRITE PERSONALIZED LETTERS. WE SEND THEM TO PEOPLE’S HOMES. I THINK PEOPLE NEED TO HAVE RECOGNITION BY THE LEADERSHIP THAT WE UNDERSTAND WHAT YOU DID AND WE APPRECIATE IT. SO, THOSE ARE SOME OF THE THINGS THAT WE ARE DOING AND I THINK WE ARE ALSO TRYING TO MAKE SURE THAT WE LISTEN TO WHAT PEOPLE ARE TELLING US WHEN WE ACTUALLY HAVE SOME OF THESE CONVERSATIONS. AND, SO FOR INSTANCE, WHEN I MET WITH MY GROUP RECENTLY, THEY SAID YOU KNOW WE TALK ABOUT THESE ISSUES BUT WE DON’T TALK ABOUT THEM ENOUGH. SO WHY DON’T WE COME TOGETHER AND DO SOMETHING MONTHLY? AND, I’M LOOKING AT MICHELLE BECAUSE SHE ORGANIZES ALL OF IT, BLESS YOU. AND SO WE DO. WE COME TOGETHER AND WE CELEBRATE OUR DIFFERENCES AND WE LEARN TOGETHER AND I THINK THOSE ARE THE KINDS OF THINGS THAT THEY TAKE TIME, BUT THEY ARE REALLY IMPORTANT. FOR ME I HAVE TO STRUCTURALLY BUILD THEM IN, BECAUSE THAT’S JUST NOT PART OF MY BASE.>>I’M GOING TO SECOND WHAT SHAWN SAID AND ACKNOWLEDGE THAT THIS IS A LEARNING POINT FOR ME. A GROWING POINT. I THINK THAT SOMETIMES WHEN YOU DO THE WORK, IT’S EASY TO THINK THAT YOU ARE GOOD ENOUGH. HERE YOU ARE IN THE OFFICE OF HEALTH DIVERSITY EQUITY AND INCLUSION, THAT’S YOUR TITLE, SO YOU MUST BE GOOD AT IT, I HAVE A FEW TANGIBLE REAL LIFE EXAMPLES THAT HAPPENED RECENTLY BECAUSE WE HAVE A SERIES OF WAYS WE EVALUATE OUR MEDICAL STUDENTS. MEDICAL STUDENTS ARE VERY VOCAL IN TERMS OF HOW THEY FEEL ABOUT THINGS AND, IT LOOKED TO THEM AS IF WE FAILED TO ACKNOWLEDGE THAT WE STARTED THEIR CLINICAL ROTATION CALENDAR DURING THE JEWISH HIGH HOLIDAYS AND IT WAS SOMETHING THAT HAS BEEN HAPPENING AND MEDICAL STUDENTS YEAR IN AND YEAR OUT COMMENT ON THE TIMING OF ROTATIONS AND HOW THAT AFFECTS THEM AND WHERE THEY CAN GO. THESE ARE STUDENTS THAT FEEL AS THOUGH IF THEY DON’T GO TO THE FIRST DAY OF A ROTATION, THEY ARE FROM THE FIRST YEAR MEDICAL SCHOOL ARE ALREADY TERRIFIED OF WHERE THEY ARE GOING TO MATCH. YOU IMAGINE TRYING TO TELL THEM IT’S OK IF YOU HAVE TO OBSERVE A HOLIDAY, YOU CAN DO THAT. ANOTHER HAPPENED TO A SEVENTH DAY ADVENTIST. WE HAVE EXAMS OVER THE WEEKENDS. THEY OPEN FRIDAY AND CLOSE SUNDAY NIGHT. THE STUDENT WAS TALKING ABOUT HOHOW ESSENTIALLY SHE LOSES AN ENTIRE DAY OF THE EXAM IF SHE OBSERVES THE SABBATH. IT’S ACKNOWLEDGING THEM AND SEEING HOW THE STRUCTURES THAT WE HAVE SET UP DON’T ALWAYS FACTOR THAT IN. IT’S ONE THING TO BEING A KNOWLEDGE SOMETHING. IT’S SOMETHING ELSE THAT IMPLEMENT THE CHANGE THAT SAYS WE VALUE WHAT IT IS THAT YOU ARE BRINGING AND WE ARE TRYING TO CREATE ACCESS FOR YOU. SO WHEN I SAID ACCESSIBILITY, THINK THAT ONCE AGAIN PEOPLE THINK ABOUT PHYSICAL ACCESSIBILITY. RIGHT? BUT YOU TALKED ABOUT THE VIDEO CONFERENCING. WE TALK ABOUT DIGITAL ACCESSIBILITY. BUT ACCESSIBILITY IS GIVING SOMEONE THE OPPORTUNITY TO DO WHAT IT IS THAT THEY CAN DO. AND IF A STUDENT FEELS AS THOUGH THEY DON’T HAVE THE OPPORTUNITY TO OBSERVE THEIR FAITH, IF A STUDENT FEELS AS THOUGH THEY DON’T HAVE THE OPPORTUNITY TO DO AS WELL AS THEY CAN ON AN EXAM BECAUSE OF THE WAY WE HAVE STRUCTURED IT, I THINK THAT WE ARE NOT FULLY DOING DUE DILIGENCE AND JUSTICE FOR THEM. I WILL SAY THAT OUR INSTITUTION DOES LISTEN TO THEM AND THE DEAN DOES A WONDERFUL JOB OF TRYING TO MAKE SURE THAT WITH THE VARIETY OF CULTURES THAT EXIST HERE, BECAUSE WE THEN, WE INCLUDE PEOPLE. WE ACTUALLY INVITE AND RECRUIT MEDICAL STUDENTS FROM DIVERSE BACKGROUNDS, BUT AS I BELIEVE IT WAS WAYNE SAID, RECRUITMENT IS ONE THING. RETENTION IS ANOTHER. SO, IF WE BRING PEOPLE INTO A STRUCTURE THAT THEN DOESN’T VALUE THEM WHEN THEY GET HERE, WE ARE BEING DISINVENUOUS BY SAYING WE TEAR ABOUT THAT, BUT NOT CREATING A STRUCTURE THAT ALLOWS THEM TO CONTINUE BEING WHAT IT WAS THAT WE VALUED WHEN THEY CAME HERE. I AM PROUD TO SAY THAT, OF THE DIFFERENT THINGS THAT I’VE SEEN SINCE I’VE BEEN HERE ON FACULTY OR ONLY JUST A YEAR AND A HALF, I DO SEE FROM DR. RUNGE TO DR. BRADFORD TO DR. BROWN TO THE DEAN, THIS THEY CARE ABOUT THOSE THINGS AND IT’S NOT EASY TO MAKE SYSTEMIC CHANGES THAT ACKNOWLEDGE THOSE THINGS BUT THEY TRULY ARE TRYING TO LISTEN TO EVERYBODY’S VOICE AND TO CREATE STRUCTURES SPECIFICALLY FOR OUR STUDENTS THAT ALLOW THEM TO BE WHO THEY TRULY ARE AND TO BRING ALL PARTS OF THEMSELVES TO THEIR LEARNING ENVIRONMENT HERE.>>GREAT. AND SO, SOME THINGS THAT I HEARD THERE IS, YOU KNOW, CONTINUING OUR OWN SELF LEARNING JOURNEY, ASKING QUESTIONS ABOUT EXPERIENCE AND ACKNOWLEDGING PEOPLE, TO USE STRUCTURE, TO COMPLEMENT YOUR STRENGTHS, AND THAT WE ARE ALWAYS LEARNING AND GROWING NO MATTER WHAT OUR TITLES ARE AND WE ARE IN THE HIERARCHY AND LISTENING AND VALUING PEOPLE. WITH THAT, I’LL TRANSITION TO THE LAST QUESTION AND WE HAVE FIVE MINUTES SO I’M GOING TO CALL THIS A LIGHTNING ROUND FOR YOU GUYS WITH ONE MINUTE A PIECE FOR YOUR ANSWERS. BUT I’M GOING TO GIVE YOU A HARD QUESTION, THINK. SO SINCE WE TALKED ABOUT LISTENING AND VALUE, HOW DO YOU ENCOURAGE PEOPLE TO SPEAK UP? TO VOCALIZE WHAT THEY ARE CONCERNED ABOUT? ESPECIALLY AT TIMES WHEN THERE CAN BE POWER DIFFERENTIALS? AND IF YOU HAVE TIME IN YOUR 60 SECONDS, IF YOU CAN TELL ME ABOUT HOW THAT IMPACTED YOU, YOURSELF. 60 SECONDS. GO.>>I’LL TAKE A STAB AT IT. REALLY QUICKLY. ONE IS CREATING A SPACE THAT YOU CAN HAVE THE CONVERSATION. MAKING SURE THAT WHATEVER THE ISSUE IS, IT’S FOCUSED ON THE BEHAVIORS AND NOT THE PERSON BECAUSE WHEN YOU CAN DESCRIBE THE IMPACT THAT BEHAVIOR HAS ON YOU, A PERSON CAN RECEIVE THAT. AND THINK THAT IS CRITICAL. FOR DIALOGUE.>>THANK YOU.>>SHE DID GREAT.>>I WILL SAY THAT FROM THE POSITION IN WHICH I SIT, NO PUN INTENDED, I THINK THAT WHAT WE NEED TO DO IS NOT JUST GIVE PEOPLE THE SPACE TO THEN BE COURAGEOUS AND SAY SOMETHING OR HAVE AGENCY WHEN THERE ARE HIERARCHY DIFFERENCES BUT I THINK TAKING THAT AND LEVERAGING THE POSITION THAT YOU ARE IN TO THEN DEMONSTRATE TO THAT PERSON IT’S IMPORTANT. BECAUSE YOU CAN LET SOMEONE TALK TO YOU AND LISTEN TO THEM IN THIS CIRCLE BUT IF YOU THEN DON’T REPRESENT THEM AT THE HIGHEST LEVEL WHEN YOU HAVE AN OPPORTUNITY TO, THINK YOU MISS IT. SO, STUDENTS DON’T ALWAYS GET TO SPEAK TO THE DEAN, BUT WHEN YOU HAVE YOUR FIVE MINUTES, IF YOU MAKE SURE THAT ONE OF THOSE MINUTES IS USED TO THEN SAY SOMETHING THAT THAT STUDENT OR THAT STAFF MEMBER WOULD HAVE WANTED TO SAY THAT THEY COULDN’T SAY BECAUSE THEY WEREN’T YET AT THAT TABLE, YOU ARE THEN LEVERAGING THE POSITION YOU HAVE TO DEMON STRIGHT THAT THOSE WORDS THAT THEY HAVE GOT ALL THE WAY TO THE TOP.>>I WOULD SAY IT’S NOT WHAT YOU SAY, IT’S WHAT YOU DO. CREATE THE SPACE, PUT THE ARM OUT, AND HELP THEM TO SPEAK UP. IT’S NOT AN EASY THING TO DO. AND, YOU HAVE TO MAKE THAT OK. AND, YOU HAVE TO THANK THEM AND YOU HAVE TO NOT LET THERE BE ANY RETRIBUTION. YOU NEED TO PROTECT THEM WHEN THEY DO SPEAK UP. AND IT’S NOT POPULAR.>>MINE IS MENTAL HEALTH AND JUST FROM THE STANDPOINT THAT FOR SO MANY YEARS I WAS FIGHTING DEPRESSION AND ANXIETY AND WE DON’T NORMALIZE, AS WE SAY, TALKING ABOUT ADDRESSING THESE THINGS. AND YOU GET SO MUCH COURAGE AND YOU FIND SO MUCH STRENGTH IN YOURSELF TO GO TALK TO OTHER PEOPLE AT DIFFERENT LEVELS OF THE ORGANIZATION, WITH PEOPLE THAT MAY NOT AGREE WITH YOUR BELIEFS, YOUR VALUES, BECAUSE YOU CAN WORK THROUGH THOSE EMOTIONS OF ANXIETY AND FEAR THAT YOU MIGHT HAVE AS A RESULT OF ANY BARRIERS THAT YOU ARE PUTTING UP FOR YOURSELF. AND THEN ONCE YOU ARE IN A GOOD SPOT FOR YOURSELF, HELPING OTHER PEOPLE THAT ARE IN THAT SPACE. MEETING THEM WHERE THEY ARE AT. AND UNDERSTANDING WHERE THEY’RE AT EMOTIONALLY AND HELPING THEM THROUGH THAT. SO THAT THEY, TOO, CAN FIND THE COURAGE AND THE STRENGTH TO ENGAGE.>>GREAT. YOU ALL DID AMAZING. I DON’T THINK ANYONE TOOK MORE THAN 60 SECONDS. SO THANK YOU. [APPLAUSE] SO IN THAT YOU GUYS TALKED ABOUT COURAGE TO MEET PEOPLE WHERE THEY ARE, THE SPACE FOR LISTENING, AND ADVOCACY AND LEVERAGING YOUR PRIVILEGE AND ALSO AS LEADERS WE NEED TO TAKE THAT TO OUR ACTIONS AND BEHAVIORS. THAT’S GOING TO CHANGE OUR CULTURES. THE SO THANK YOU ALL AND LET’S GIVE ANOTHER ROUND OF APPLAUSE FOR OUR PANELISTS. [APPLAUSE] AND, –>>I ACTUALLY WANT TO THANK DAVID BECAUSE EVERY TIME HE SUMMARIZED, IT’S AS IF WE GAVE HIM NOTES, BUT WE DIDN’T. AND HE PUT IT — USING A SENTENCE EACH TIME. WELL DONE. EVEN THAT CYBER SPACE THING THAT YOU DID. WELL DONE.>>I HAVE CERTAIN TALENTS. THANK YOU. [APPLAUSE]>>THANK YOU VERY MUCH. AND SO NOW, WHAT I WOULD LIKE TO DO IS TO INVITE PATTY ANDRESKY AND PHYLLIS, ONCE MORE, BECAUSE WE ARE GOING TO GIVE ANOTHER ROUND OF REWARDS. YES, CLARISSA? OH, WE ARE GOING TO DO A 15-MINUTE BREAK THEN WE WILL GIVE SOME REWARDS. COME BACK BECAUSE YOU WANT TO SEE THEM GET REWARDS. SO 15-MINUTE BREAK. THANK YOU.>>SO WE WILL WRAP UP OUR BREAK AND WE WELCOME YOU TO RETURN TO YOUR SEATS AND WE WILL PROCEED WITH THE REST OF THE PROGRAM. WE WILL CUE UP THE VIDEO AND I WILL BE BACK AFTER THAT.>>HI, DAVID.>>HI, TIFFANY. GOOD SEEING YOU.>>YOU, TOO.>>MICHELLE?>>CORY.>>NICE TO MEET YOU.>>HI. I’M NATALIE.>>NATALIE, COURTNEY. NICE TO MEET YOU.>>WE HAVE TO BE FLEXIBLE. WE HAVE TO BE FLEXIBLE AND ADAPTABLE IN OUR ENVIRONMENTS BECAUSE THEY CHANGE. THEY ARE SO FLUID. EVERY DAY.>>ALWAYS.>>I THINK NEW NURSES PARTICULARLY, THEY HAVE A HARDER TIME.>>I REMEMBER BEING A BRAND-NEW NURSE AND I REMEMBER BEING ABSOLUTELY TERRIFIED MOVING TO A NEW TOWN, STARTING AT A NEW HOSPITAL. EVERYTHING WAS DIFFERENT.>>AND IT BECOMES VERY INTIMIDATING LIKE WHEN YOU ARE DEALING WITH SURGEONS OR THE DOCTORS WHO ARE FRUSTRATED, BUT REALLY, IT’S BECAUSE THEY HAVE A COMMON GOAL. WE ALL HAVE A COMMON GOAL.>>SOME SURGEON SAID SOMETHING THAT HIT ME TO THE CORE. BUT I WOULD KEEP A STRAIGHT FACE. YOU STAND THERE AND YOU STAND FOR YOUR PATIENT THE NEXT TIME. YOU THINK OH, SHE’S COOL, WHICH IS INTIMIDATING AS A NEW NURSE.>>I WANT TO BE THE ONE WHO HAS THE ANSWER ESPECIALLY FOR MY PATIENTS. TO HAVE TO SIT THERE AND SAY YOU KNOW I DON’T HAVE THAT ANSWER FOR YOU RIGHT NOW BUT LET ME SEE WHAT I CAN DO, WAS A REALLY HARD MOMENT FOR ME I THINK.>>EVERYBODY KNOWS I CAME FROM CHINA. ENGLISH IS MY SECOND LANGUAGE. IT WAS A BARRIER AT THE BEGINNING WHEN I STARTED TO BE A NURSE. CONSTANTLY EVERY DAY TAKING ON NEW PATIENTS AND WE DON’T KNOW WHERE THEY COME FROM, THEIR BACKGROUNDS OR HOW THEY LOOK AT ME AS A NURSE TAKING CARE OF THEM.>>WE WOULDN’T HAVE GONE INTO NURSING IF WE DIDN’T ENJOY LEARNING NEW THINGS BECAUSE EVERY DAY IS SO DIFFERENT ON OUR FLOORS BUT YOU HAVE TO KIND OF BE OK WITH FEELING UNCOMFORTABLE. YOU KNOW. DEALING WITH SOME OF THE STUFF FROM OTHER PEOPLE MAKES IT REALLY HARD TO ENJOY COMING TO WORK. BUT, WHEN YOU COME TO WORK, YOU ARE WORKING WITH PEOPLE THAT NEED YOU AND THE OTHER STUFF SOMETIMES YOU JUST LET IT ROLL OFF OF YOU EVEN THOUGH IT’S NOT IDEAL. IT DOESN’T REALLY HAVE AN EFFECT ON HOW YOUR PATIENTS ARE RECEIVING CARE.>>AND YOU ARE GOING TO MEET THOSE PEOPLE, YOU ARE GOING TO WORK WITH THEM, YOU ARE GOING TO TAKE CARE OF THEM. THEY ARE GOING TO BE THE MOTHER, FATHER, SISTER OF THIS PATIENT. SOMEBODY’S GOING TO HAVE A BAD DAY. IT’S JUST ONE PERSON AND THE NEXT DAY YOU WILL BE GOOD.>>I HAVE DAYS I MAY FEEL DOWN BUT I HAVE DAYS THAT MY PATIENTS APPRECIATE MY CARE. I REALLY BELIEVE THAT MY LANGUAGE, THE WAY I LOOK DOESN’T MATTER THE WAY I AM GOING TO TAKE CARE OF YOU. I WOULD SAY ALMOST ALL OF THE TIME BY THE END OF THE DAY, THEY APPRECIATE HAVING ME AS THE NURSE TAKING CARE OF THEM.>>SO NOW, BEING SEASONED, I REMEMBER AND I TRY TO REMIND MYSELF EVERY DAY, WE WON’T IMPROVE UNLESS WE SUPPORT EACH OTHER.>>BEING A NEW NURSE IS TO HAVE SOMEONE TO BACK YOU UP AND TO ASK FOR HELP IF YOU NEED IT. BECAUSE YOU WANT TO DO IT ALL AND YOU WANT TO BE GOOD AT EVERYTHING ALL THE TIME AND YOU JUST CAN’T. WE ARE ALL HUMAN BEINGS AND HAVE TO ACKNOWLEDGE ORION VULNERABILITIES AND TO HAVE BEEN THERE FOR OUR PATIENTS IN THE BEST WAY. [APPLAUSE]>>OUR NURSING COLLEAGUES ARE DOING AMAZING THINGS SO WE CAN LEARN FROM THEM AND FROM EVERYONE AT MICHIGAN MEDICINE. SO, ALL THOSE THINGS ARE IMPORTANT FOR ME AS A SURGEON AND HOW I INTERACT WITH THEM AND WITH MY LEARNERS AND PATIENTS AND RESIDENTS. SO, NEXT WHAT WE ARE GOING TO DO ACTUALLY IS WE ARE GOING TO, I WANT TO INVITE PA PATTY AND PHYS BECAUSE WE WILL GIVE ANOTHER ROUND OF THE CHAMPIONS FOR PROMOTING POSITIVE CULTURE AT MICHIGAN MEDICINE. THIS ROUND IS FOR THE DEPARTMENTS OR YOU ITS THAT HAVE LESS THAN 50 STAFF OR MORE THAN 500. YES, INTEREST THERE IS A GROUP WITH MORE THAN 500. THE NEXT AWARD GOES TO MISAR AND THE DIVERSITY AND INCLUSION LEAD THERE IS BARRY. COME ON UP. WE HAVE OUR PHOTOGRAPHER? HE’S ON CUE. THEIR NET PROMOTER SCORE WAS 12.7. SO, ANOTHER AMAZING SCORE. WE WILL TAKE YOUR PICTURE HERE. [APPLAUSE]>>THANK YOU. [APPLAUSE]>>AND, THE NEXT ONE GOES TO THE CANTON HEALTH CENTER SERVICES. THE DIVERSITY INCLUSION THERE AND THE LEAD IS STEVE VINCENT AND THEY HAVE ONE OF THE HIGHEST SCORES, THINK DELTA WOULD LOVE THIS SCORE, TOO. 31.5. [APPLAUSE] DO YOU WANT TO COME, STEVE? COME ON UP. STEVE’S HAD A LOT TO DO WITH THE DRIVER PROGRAM. COME ON UP FOR A PICTURE.>>THANK YOU. THANK YOU. [APPLAUSE]>>AND ONE MORE IN THIS CATEGORY. AS FOR PATIENT FOOD AND NUTRITION SERVICES, AND THEIR D.I. LEAD IS ERIKA RAYMOND AND THEIR NET PROMOTER SCORE IS 12.4. [APPLAUSE] ANYONE HERE FROM PATIENT FOOD AND NUTRITION SERVICES WANT TO COME ON UP? COME ON UP. [APPLAUSE] SO NOW I WOULD LIKE TO WELCOME TONY DENTON, OUR SENIOR VICE PRESIDENT AND CHIEF OPERATING OFFICER, U. OF M. HEALTH SYSTEM. HE’S ALSO MY BOSS. IF YOU HAVE FEEDBACK, YOU CAN GIVE IT TO HIM. SO, WELCOME, TONY. [APPLAUSE]>>I DON’T KNOW WHAT TO SAY. THANK YOU, DAVID. THANK YOU ALL. THANK YOU FOR BEING HERE. THANK YOU FOR WHAT YOU DO EACH AND EVERY DAY TO MAKE OUR ORGANIZATION MORE DIVERSE, EQUITABLE AND INCLUSIVE. JUST WANT TO MAKE A COUPLE OF COMMENTS, BECAUSE THIS IS SUCH AN ENDEARING AND IMPORTANT PLACE, A SPECIAL PLACE. THE UNIVERSITY OF MICHIGAN AND MICHIGAN MEDICINE. WHAT I WANT TO SAY TO YOU EACH DAY, EVERY DAY, WE ARE PRIVILEGED TO SEE THE EFFORTS AND THE BENEFITS OF WHAT’S BECOMING A MORE DIVERSE EQUITABLE AND INCLUSIVE ENVIRONMENT, INCLUSIVE WORKFORCE, INCLUSIVE WORKPLACE, LEARNING ENVIRONMENT. AND AS WE WORK TO ACHIEVE A VISION OF A HIGH RELIABILITY ORGANIZATION, IT WILL BE IMPORTANT TO FRAME THE GOALS AND OBJECTIVES OF D.E.I. AS A PART OF THAT CONVERSATION. WHERE WE EXPECT RESPECT, WE EXPECT TEAMWORK IN OUR JOURNEY OF CONTINUOUS IMPROVEMENT. OUR ABILITY TO HEAR ALL PERSPECTIVES AND MAKE SURE WE HAVE MULTIPLE VIEWPOINTS WILL BE VITAL. ABSOLUTELY VITAL TO OUR SUCCESS AND LEGACY AND EXCELLENCE IN ALL THAT WE DO AND SEEK TO DO IN THE FUTURE IN THE COMMUNITIES WHICH WE SERVE. NOW MUCH OF THAT CREDIT FOR WHERE WE ARE TODAY GOES TO YOU. AND THOSE THAT COULD NOT BE HERE AND I WANT TO SAY THANK YOU, BECAUSE IT IS A JOURNEY. AND IT REQUIRES TEAMWORK, RESPECT, COOPERATION, COLLABORATION, ALL THOSE WORDS THAT BIND US TOGETHER ON THAT JOURNEY. THIS DAY LIKE MANY OF THESE DAYS ARE FOUNDATIONS OF WHAT WE CAN ACCOMPLISH WHEN WE WORK TOGETHER SO I WANT TO SAY THANK YOU AND, GO BLUE. IT’S MY PRIVILEGE TO INTRODUCE OUR SPECIAL GUEST AND KEYNOTE SPEAKER, LENORA BILLINGS-HARRIS WHO SPECIALIZES IN HELPING ORGANIZATIONS MAKE ORGANIZATION AND INCLUSIVENESS AN ADVANTAGE BY DISRUPTING BIAS. SHE’S THE AUTHOR OF TWO BOOKS AND HAS INCLUDED THEM ON THE TOP 100 THOUGHT LEADERS ON DIVERSITY BY THE SOCIETY OF HUMAN RESOURCE MANAGEMENT. LENORA IS THE PAST PRESIDENT OF THE GLOBAL SPEAKER’S FEDERATION, MOST REASONABLY INDUCTED INTO THE SPEAKER HALL OF FAME. I DIDN’T KNOW THAT THERE WAS A SPEAKER HALL OF FAME. BUT, THAT JUST TELLS YOU YOU HAVE A GREAT TREAT IN STORE. A FEW OF LENORA’S CLIENTS INCLUDE NASA, RITZ CARLTON HOTELS, TOYOTA, WEST POINT, DISNEY, UNIVERSITY OF WASHINGTON SCHOOL OF MEDICINE AS WELL AS NUMEROUS PROFESSIONAL ASSOCIATIONS. ADDITIONALLY, SHE SERVES OPEN THE ADJUNCT FACULTY OF THE UNIVERSITY OF NORTH CAROLINA GREENSBORO AND SCHOOL OF COMMUNICATION AT HIGH POINT UNIVERSITY. QUITE THE TRAVELER, MISS BILLINGS-HARRIS HAS PRESENTED TO AUDIENCES ON SIX CONTINENTS AND 41 COUNTRIES WITH INTRIGUING ENGAGEMENTS IN THE MIDDLE OF THE ATLANTIC AND PACIFIC OCEANS. FINALLY, SHE RECEIVED HER MASTER OF ARTS IN THE ADULT EDUCATION PROGRAM FROM THE GREATEST UNIVERSITY IN THE WORLD, OUR UNIVERSITY OF MICHIGAN. [APPLAUSE]>>SO, WITH AN ENTHUSIASM UNKNOWN TO MANKIND, PLEASE LISTEN, LEARN, AND PROVIDE AN AMAZING MAIZE AND BLUE WELCOME TO LENORA BILLINGS-HARRIS. [APPLAUSE]>>THANK YOU VERY ETCH.>>Lenora Billings-Harris: DON’T WORRY, THIS IS A TEMPORARY DISABILITY AND I FIGURED IT WOULD BE OK TO COME HERE TODAY WEARING THIS MEDICAL BOOT BECAUSE, IF SOMETHING HAPPENED, THIS IS THE BEST PLACE FOR IT TO HAPPEN TO GET CARE. IT WAS MARCH OF 1994. I HAD BEEN INVITED TO SPEAK IN JOHANNESBURG, SOUTH AFRICA. I HAD BEEN THERE SEVERAL TIMES BEFORE. I STARTED GOING AFTER NELSON MANDELA WAS FREED FROM PRISON IN ’91. BUT THIS TIME WAS DIFFERENT. YOU SEE, IN MARCH OF 1994, IT WAS A MONTH BEFORE MR. MANDELA WOULD BECOME PRESIDENT. IT WAS A MONTH BEFORE DEMOCRACY WOULD REACH SOUTH AFRICA. SO, IT WAS DIFFERENT BECAUSE EVERYONE WAS AFRAID. EVERYONE FEARED THAT THERE WOULD BE VIOLENCE AND DEATH, BECAUSE NO AFRICAN COUNTRY HAD EVER TRANSITIONED TO DEMOCRACY WITHOUT VIOLENCE AND DEATH. I HADN’T MADE A COMMITMENT TO DO DIVERSITY AND INCLUSION WORK, AND WE DIDN’T EVEN HAVE THE WORD INCLUSION BACK THEN. IT WAS JUST DIVERSITY. BUT I WAS REALLY FIGHTING DOING THIS WORK. MY BACKGROUND WAS TRAINING IN DEVELOPMENT AND H.R. AND SO, I WAS THERE TO LEAD A FULL DAY LEADERSHIP DEVELOPMENT PROGRAM. I WAS IN A ROOM A LITTLE BIT SMALLER THAN THIS, BUT THERE WERE GOING TO BE 60 AUTOMOTIVE EXECUTIVES. NOW WHEN I WAS WORKING HERE AT U. OF M., EVENTUALLY ONE OF THE EXECUTIVES AT GENERAL MOTORS STOLE ME AWAY TO WORK FOR THEM. DELIVERING WORKSHOPS AND SEMINARS. SO, I HAD AN AUTOMOTIVE BACKGROUND. I WAS EXCITED THAT I WAS GOING TO SPEAK TO THESE AUTOMOTIVE EXECUTIVES IN SOUTH AFRICA. SO, I AM IN THE ROOM AND I’M SETTING UP BECAUSE IT WAS A FULL DAY WORKSHOP, A LOT OF INTERACTION AND ENGAGEMENT, AND I HAD BEEN TOLD THAT IT WAS ALL GOING TO BE MEN, BECAUSE THIS WAS 1994, NOT VERY MANY WOMEN HAD REACHED EXECUTIVE LEVELS. AND I ASSUMED THERE WOULD BE NO BLACK PEOPLE IN THE AUDIENCE, BECAUSE BLACK FOLKS IN SOUTH AFRICA HAD CERTAINLY NOT RISEN TO THOSE LEVELS JUST YET. BUT, INTERESTINGLY ENOUGH, THE VERY FIRST PERSON TO WALK INTO THE ROOM WAS A WOMAN. I WAS SO EXCITED. SO, I PUT DOWN WHAT I WAS DOING, THE THINGS THAT I WAS PUTTING ON THE TABLES, AND I WALKED OVER TO HER AND I SAID HI, MY NAME IS, WLENORA. WELCOME. SHE WOULDN’T SHAKE MY HAND. SHE WOULDN’T GIVE ME EYE CONTACT. SHE PROCEEDED TO PICK UP HER NAME BADGE AND SHE SAT AT THE TABLE AS FAR AWAY FROM ME AS SHE COULD POSSIBLY GET. NOW, I WAS NOT FOCUSED ON WHAT WAS HAPPENING IN THE COUNTRY AT THAT MOMENT. I WAS ONLY FOCUSING ON WHAT WAS SUPPOSED TO HAPPEN IN THE ROOM. SO I MADE A MENTAL NOTE. PERHAPS SHE’S VERY RESERVED CONSERVATIVE SOUTH AFRICAN. I WILL MAKE SURE I DON’T CALL ON HER UNLESS SHE VOLUNTEERS. I DID NOTICE THAT HER NAME WAS ANNIE. WE ARE GOING TO PUSH THE PAUSE BUTTON RIGHT ABOUT NOW. I KNOW YOU ARE WONDERING WHAT HAPPENED TO ANNIE. BUT WE WILL GET BACK TO HER, I PROMISE. SO I WANT IT SHARE WITH YOU A FEW THINGS BEFORE WE GET FULLY ENGAGED IN MY TALK TODAY. I WAS ASKED TO GIVE YOU SOME TOOLS AND TECHNIQUES ON HOW TO TAKE ACTION IN THE WORLD OF D, E AND I. I WAS INFORMED IF MOST IF NOT ALL OF YOU HAVE TAKEN UNCONSCIOUS BIAS SESSIONS MAYBE ONE, MAYBE TWO, SEVERAL HAVE READ BOOKS SO I DON’T NEED TO TEAPOY ABOUT UNCONSCIOUS BIAS. — I DON’T NEED TO TEACH YOU ABOUT UNCONSCIOUS BIAS. WE WILL JUMP RIGHT INTO TAKING ACTION. HOWEVER, BECAUSE I HAVE SUCH A SHORT TIME WITH YOU, I REALLY WANTED TO LEAVE YOU WITH MORE RESOURCES. SO, I ON THE SLIDE, YOU CAN TAKE OUT YOUR CELL PHONE, TAKE A PICTURE OF THE SLIDE, IT WILL TAKE YOU TO THE QR CODE, IT WILL TAKE YOU TO THE PAGE THAT’S JUST FOR YOU. YOU DON’T NEED TO DOWNLOAD THE MATERIALS FOR THIS SESSION. IT’S REALLY TO EMBELLISH WHAT I HAVE SHARED WITH YOU AND SO THAT YOU CAN HAVE SOME WORKSHEETS TO USE WHAT I WILL BE SHARING WITH YOU. ADDITIONALLY ON THE TABLE IS A POST CARD THAT HAS THE NMEONIC CALLED BE BASIC, TAKE ONE OF THOSE. THERE’S ALSO A BLANK WORKSHEET THAT YOU WILL NEED ONCE YOU START APPLYING THE STOP TECHNIQUE. NOW, IF YOU DIDN’T GET A CHANCE TO TAKE A PICTURE OF THIS OR TO WRITE DOWN THE WEBSITE DON’T WORRY. IT IS GOING TO COME UP IN SEVERAL OTHER SLIDES. JUST IN CASE. SO, TO START, I HAVE A QUESTION FOR YOU. ‘ WHY DO YOU SUPPOSE IT IS FOR MOST PEOPLE PROBABLY IN THE YOU IN THIS ROOM, BECAUSE YOU ARE ALL ALREADY ENGAGED IN DE AND I. BUT WHY DO YOU SUPPOSE IT IS FOR SO MANY PEOPLE, IT’S UNCOMFORTABLE, SCARY, HARD TO TALK ABOUT DIVERSITY, INCLUSION, EQUITY? OR BIAS? WHY DO YOU SUPPOSE THAT IS? NOW WHAT I WANT TO DO IS GIVE YOU ABOUT 20 SECONDS TO SHARE WITH PEOPLE AT YOUR TEAM, YOUR TABLE TEAM, WHY YOU THINK IT’S DIFFICULT FOR PEOPLE TO TALK ABOUT THIS SUBJECT. JUST SHARE A WORD, A PHRASE, WHY DO YOU SUPPOSE IT’S HARD? GO FOR IT. OK. SO IF WE WERE IN A LONGER WORKSHOP, I WOULD PULL MANY OF THE ANSWERS FROM YOU, BUT AS YOU CAN IMAGINE, I HAVE ASKED THIS QUESTION MANY TIMES. AND THE ANSWERS TEND TO BE THE SAME. SO, AS YOU LOOK AT THIS SLIDE, SEE IF YOUR ANSWER IS UP THERE OR SOMETHING CLOSE TO IT. RIGHT? FOLKS WILL SAY I DON’T KNOW WHAT TO SAY. I MIGHT SAY THE WRONG THING. THE SOME PEOPLE SAY WELL IT’S NOT ABOUT ME. BECAUSE, WE DO HAVE SOME FOLKS THAT DO NOT UNDERSTAND THAT DIVERSITY IS ABOUT ALL OF US. RIGHT? AND USUALLY MIDDLE-AGED WHITE MEN THINK IT ISN’T ABOUT THEM. IT’S OUR JOB TO HELP THEM KNOW THAT IT’S ABOUT ALL OF US. BUT NEVERTHELESS, PEOPLE ARE UNCOMFORTABLE ABOUT THIS ELEPHANT IN THE ROOM. CALLED DIVERSITY, EQUITY AND INCLUSION. SO, MY INTENTION TODAY IS TO SHARE WITH YOU A COUPLE OF WAYS THAT YOU CAN CONTINUE YOUR JOURNEY IN UNDERSTANDING PEOPLE DIFFERENT THAN YOU AND YOU CAN SHARE IT WITH OTHER PEOPLE. TTHENSECONDARILY, WHAT DO YOU DN THE MOST WELL-INTENTIONED PEOPLE OPEN MOUTH AND INSERT FOOT? THEY SAY SOMETHING THAT DOESN’T SIT WELL WITH YOU? I FIND PEOPLE END UP SAYING NOTHING BECAUSE THEY DON’T KNOW WHAT TO SAY. SO I WAS SHARING A LITTLE BIT EARLIER THAT I AM SO GLAD THAT I’M FOLLOWING THE PANEL BECAUSE SO MUCH OF WHAT THEY SHARED IS WHAT I AM GOING TO SHARE WITH YOU, EXCEPT I’M GOING TO GIVE YOU A STRUCTURE THAT HOPEFULLY WILL MAKE IT EASY FOR YOU TO REMEMBER. SO, BECAUSE WE ARE AFRAID TO SAY THE WRONG THING WHEN WE ARE INTERACTING WITH PEOPLE DIFFERENT THAN US, OR WE DON’T THINK IT INVOLVES US, WE HAVE A TENDENCY TO GO HANG OUT WITH PEOPLE JUST LIKE US. RIGHT? THEN WHEN WE GET TO THOSE PEOPLE JUST LIKE US, ISN’T IT INTERESTING HOW WE START COMPLAINING ABOUT THOSE OTHER PEOPLE? NOW I AM A PROUD WOLVERINE AND I’VE BEEN DOING THIS WORK NOW FOR OVER 25 YEARS. I GOTTA TELL YOU WHEN I MEET SOMEBODY THAT WENT TO THAT OTHER SCHOOL, MY BIASES COME UP IMMEDIATELY. AND THEN I HAVE TO DECIDE, YOU KNOW, EVERYONE IS ALLOWED TO HAVE AT LEAST ONE MISTAKE. [LAUGHTER] BUT THE POINT HERE IS, IS THAT IT’S NATURAL FOR US TO WANT TO BE AROUND PEOPLE JUST LIKE US, BUT THEN WE START SPEAKING IN GENERALITIES ABOUT PEOPLE WHO ARE NOT JUST LIKE US. AND THAT DOES NOT CAUSE A VERY INCLUSIVE ENVIRONMENT. WITH ALL THE DIFFERENT ORGANIZATIONS WITH WHOM I WORK, WHAT I SHARE WITH THEM IS, YOU KNOW, THE REAL REASON WE ARE HERE IS TO GET DIVERSITY OF THOUGHT. AND YOU CAN’T GET DIVERSITY OF THOUGHT IF YOU DON’T HAVE DIVERSITY AT THE TABLE. AND DIVERSITY IN MORE THAN THE WAYS THAT YOU CAN SEE IT. AS YOU HAVE HEARD OTHER PEOPLE SAY EARLIER. IT NEEDS TO BE DIVERSITY IN MANY MANY DIFFERENT WAYS. BUT, OUR TENDENCY IS TO FALL INTO THIS CULTURE OF SILENCE. SO, WE HAVE TO MOVE BEYOND THAT IF WE ARE GOING TO BE MORE INCLUSIVE. BECAUSE WHEN YOU BOIL IT DOWN TO WHY IT IS PEOPLE ARE RELUCTANT TO EMBRACE THIS TOPIC, AND TO EXPLORE IT AND TO TAKE SESSIONS AND TO TALK TO PEOPLE AND HAVE THESE COMMUNITY FIRST FRIDAYS, I LOVE THAT, THE REASON SOMETIMES PEOPLE DON’T PARTICIPATE IS BECAUSE THEY ARE AFRAID THEY ARE GOING TO SAY THE WRONG THING AND THEN THEY WON’T BELONG. NOW, DID YOU KNOW BETTER THAN OTHERS BECAUSE OF THE TRAINING YOU HAVE ALREADY TAKEN, THAT MASLOW WAS ALMOST WRITE. I KNOW ALL OF YOU TO TOOK PSYCH 101 AT SOME POINT IN TIME IN YOUR CAREER, HIGH SCHOOL OR COLLEGE. MASLOW SAID THE MOST BASIC NEED IS FOOD AND WATER. BUT WHAT SCIENTISTS ARE REALIZING NOW IS HE WAS ALMOST RIGHT. THE MOST BASIC NEED IS BELONGING. BEFORE ANYTHING ELSE. BELONGING IS SO IMPORTANT, WE WILL AVOID DOING THINGS THAT WOULD CAUSE US NOT TO BELONG. SO, IF YOU THINK ABOUT THAT WHEN YOU ARE INTERACTING WITH OTHER FOLKS, REALIZE THAT WHEN WE GET REJECTED IN SOME WAY, OUR BRAIN EQUATES IT TO PHYSICAL PAIN AND I’M PROUD TO SAY I HOPE YOU KNOW THAT, BECAUSE IT’S YOUR RESEARCH THAT FOUND THAT OUT. EVERY TIME WE GET REJECTED IN A BIG WAY OR A SMALL WAY, OUR BRAIN EQUATES IT TO PHYSICAL CHANGE. SO SOME FOLKS DON’T FEEL REJECTION ALL THAT MUCH. BUT OTHER FOLKS FEEL REJECTED OR PUT DOWN ON A REGULAR BASIS. SO IMAGINE WHAT THAT SAYS TO THEM. SO SOMEONE EARLIER SAID IT WAS NOT ONLY ABOUT ATTRACTING THE TALENT, BUT RETAINING IT. PEOPLE LEAVE WHEN THEY DON’T FEEL LIKE THEY BELONG. AND WE LIVE IN A WORLD NOW WHERE WE HAVE WHAT I CALL IMITATION BELONGING. EVERY TIME I SEE THESE TWO LITTLE BABIES, THINK OH, MY GOSH, WHAT ARE WE DOING TO THEIR BRAIN? BECAUSE ADULTS AND YOUNG PEOPLE FEEL THAT THEY ARE CONNECTED TO ALL THESE DIFFERENT GROUPS. YOU MIGHT HAVE 2,000 PEOPLE FOLLOWING YOU ON FACEBOOK. BUT THAT’S NOT REAL BELONGING. BECAUSE IN A TIME OF CRISIS, WHAT WE KNOW IS PEOPLE DON’T GO TO FACEBOOK IMMEDIATELY. THEY TRY TO FIND OTHER HUMAN BEINGS FIRST. AND THEN THEY TRY TO FIND FOOD AND SHELTER, ETC. SO, WE HAVE TO BREAK THIS SILENCE. THAT’S WHAT WE IN THIS ROOM HAVE TO WORK AT DOING. CREATE THAT SPACE WHERE PEOPLE ARE COMFORTABLE ENOUGH TO BREAK THAT SILENCE BECAUSE BIAS IS NORMAL. IT’S NORMAL BECAUSE EVERY HUMAN BEING HAS IT. BUT THE FOLKS THAT YOU INTERACT WITH DON’T NECESSARILY KNOW THAT. AND SO, MOST PEOPLE TEND TO THINK BIAS IS A BAD THING. EXCEPT BIAS IS NOT A BAD THING. BIAS IS A THOUGHT. WHAT YOU DO WITH THAT THOUGHT MIGHT BE A NEGATIVE CONSEQUENCE OR IT COULD BE A POSITIVE ONE. IT JUST DEPENDS. SO IF WE CAN BREAK THAT SILENCE AND GIVE PEOPLE SOME TOOLS THAT THEY CAN USE, THEN PERHAPS WE CAN CREATE THAT SPACE OF INCLUSION. SO, HERE’S AN EXAMPLE OF WHAT I MEAN. NOW SOME OF YOU MAY KNOW HER BECAUSE WE ARE AT THE SCHOOL OF MEDICINE. YOU MAY KNOW WHO THIS PERSON IS. WELL I WAS FORTUNATE TO BE IN THE AUDIENCE AT SOCIETY OF HUMAN RESOURCE MANAGEMENT, ONE OF THEIR CONFERENCES, AND THIS PERSON WAS THE SPEAKER. WHAT MOST POEM NOTICED IMMEDIATELY WAS THAT SHE WAS A LITTLE PERSON. AND, THESE WERE FOLKS THAT, IN THE AUDIENCE, THAT MANY OF THEM WERE DIVERSITY PRACTITIONERS, BUT STILL THE CONVERSATION THAT I WAS HEARING WHEN SHE FIRST CAME TO THE PLATFORM WERE ALL COMMENTS ABOUT HER SIZE. BECAUSE IN HER INTRODUCTION, THEY HADN’T YET TOLD THE AUDIENCE WHO SHE WAS. THAT WAS INTENTIONALLY. THEY DIDN’T TELL US WHO SHE REALLY WAS. MY POINT IS THIS. THEY WERE SO FOCUSED ON HER SIZE, THEY DIDN’T NECESSARILY NOTICE WHO SHE REALLY IS. AND WHO SHE REALLY IS, IS A PEDIATRIC SURGEON THAT’S WORLD RENOWNED. NOW, YOU MIGHT KNOW HER FROM THE LITTLE COUPLE, THE TV SHOW. BUT MY POINT IS, HOW MUCH DO WE MISS WHEN WE ASSUME THAT PEOPLE, BECAUSE PEOPLE LOOK A CERTAIN WAY, THAT THEY MUST NOT BE SMART? AND THAT COMES UP IN SO MANY MANY DIFFERENT WAYS. IN HOW WE INTERACT WITH FOLKS IT. NOW IN THE U.S., COLORISM IS STILL ALIVE AND WELL, BUT NOT NEARLY AS BAD AS IT USED TO BE. BACK DURING JIM CROW TIME OR BEFORE THAT. BUT COLOR ISN’T SOMETHING THAT’S INTERNATIONAL. IF YOU GET TO D.C., GO TO THE AFRICAN AMERICAN MUSEUM AND LOOK AT THE BROWN BAG EXHIBIT. HOW MANY OF YOU KNOW WHAT THE BROWN BAG TEST IS? OK. THERE’S A FEW OF YOU IN THE AUDIENCE. SO, THERE’S GOING TO BE A FIRESIDE CHAT LATER AND I AM GOING TO ASK CLARISSA TO ASK ME TO TELL YOU WHAT IT IS THEN BECAUSE WE DON’T HAVE ENOUGH TIME NOW. BUT I’LL TELL YOU WHAT IT IS THEN AND YOU CAN TELL THE PEOPLE IN YOUR AUDIENCE. THE POINT I WANT TO MAKE NOW IS THAT COLORISM ISN’T SOMETHING THAT’S OWNED IN THE UNITED STATES. WHAT I HAVE FOUND IN MY TRAVELS IS THAT COOL ORISM EXISTS EVERYWHERE IN THE WORLD, EVERY COUNTRY WHERE THERE IS A LOT OF DIVERSITY OF SKIN TONE. AND MY CLIENTS WILL OFTEN SAY O WE DON’T HAVE THE DIVERSITY ISSUES YOU HAVE IN THE U.S. BECAUSE WE ARE ALL — AND THEN THEY WILL SAY WHATEVER THE NATIONALITY IS — EXCEPT IF IT’S PLACE I HAVEN’T BEEN BEFORE I’LL GO EARLY, COUPLE OF DAYS EARLY, AND DO RESEARCH BY WALKING AROUND. AND INEVITABLY WHAT I FIND IS THE PEOPLE WITH THE DARKEST SKINS TEND TO HAVE THE LOWEST-LEVEL JOBS. INTENTIONALLY OR NOT, THE BIAS IS THERE. SO, THE QUESTION BECOMES, WHEN YOU ARE INTERACTING WITH A PATIENT OR WHEN YOU ARE INTERACTING WITH A COLLEAGUE, DOES THAT BIAS COME UP FOR YOU? IT DOESN’T MAKE YOU A BAD PERSON. IT JUST MEANS THAT YOU HAVE TAKEN IN INFORMATION THAT IS NO LONGER USEFUL. THAT YOU MIGHT NEED TO SAY — HMM, NEED TO PUT THAT ONE ASIDE. BECAUSE, INTENTION IS NOT ENOUGH. IT’S IMPACT THAT MAKES THE DIFFERENCE. REGARDLESS OF WHAT YOUR INTENTIONS ARE, AND I BELIEVE THAT MOST PEOPLE HAVE GOOD INTENTIONS WHEN THEY ARE INTERACTING DAY IT DAY IN THE WORKPLACE, STILL THAT’S JUST BECAUSE YOUR INTENTIONS ARE GOOD, IT ISN’T ENOUGH BECAUSE I CAN’T READ YOUR MIND. AND THE OTHER PERSON CAN’T READ YOUR MIND, EITHER. SO THE MORE THAT WE CAN REALIZE THAT THE WORLD, WE SEE THE WORLD THE WAY WE ARE, NOT THE WAY THE WORLD IS, AND WHEN WE ARE I OBJECTOR ACTING WITH OTHERS WE REALIZE OH, THEY ARE SEEING THE WORLD THE WAY THEY ARE. TO GIVE YOU AN EXAMPLE, I AM A LAW AND ORDER JUNKY. ANY VERSION OF LAW AND ORDER, LIKE TO WATCH IT. IN THE BEGINNING OF LAW AND ORDER IT ALWAYS STARTS WITH A DEAD BODY. RIGHT? AND THEN TWO DETECTIVES COME UP AND THEY KIND OF LOOK AT THE SITUATION AND THEY TELL THE UNIFORMED OFFICERS TO CANVAS THE AREA. AND THEY ARE LOOKING FOR EYEWITNESSES. RIGHT? THEY COULD FIND TWO OR THREE EYEWITNESSES AND YOU HAVE TO WATCH THE BEGINNING OF THE SHOW SO YOU CAN SEE HOW DIFFERENT IS IT AT THE END OF THE SHOW. SO, THEY MIGHT FIND TWO OR THREE EYEWITNESSES BUT THE EYEWITNESSES DON’T TELL THEM THE SAME THING. THEY NEVER TELL THEM EXACTLY THE SAME THING. BECAUSE EACH EYEWITNESS SAW THE CIRCUMSTANCE FROM THEIR POINT OF VIEW. AND THEY BELIEVE THEIR POINT OF VIEW IS RIGHT. SO, I KNOW YOU’VE HAD A LOT OF TRAINING AND UNCONSCIOUS BIAS, BUT I WANT TO GIVE YOU AN EXERCISE TO DO RIGHT NOW, ANYWAY. SHAKE THE HAND OF ONE PERSON AT YOUR TABLE. JUST SHAKE THE HAND OF ONE PERSON AT YOUR TABLE. IF YOU ARE SITTING AT A TABLE OF UNEVEN NUMBER, THEN, YOU KNOW, YOU’LL WORK IT OUT. OK? SO YOU ARE SUCH A FRIENDLY GROUP, I KNOW YOU SHOOK EVERYBODY’S HAND AT YOUR TABLE. I WAS WATCHING YOU. NOW, LET ME REFRAME THIS. LET’S IMAGINE THAT YOU ARE THE MANAGER WHO IS INTERVIEWING A CANDIDATE. NOW, YOU ARE GOING TO BE THE MANAGER AND THE CANDIDATE AT THE SAME TIME, BECAUSE HERE’S WHAT I WANT YOU TO DO. SHAKE THAT PERSON’S HAND AGAIN, BUT THIS TIME, GIVE THEM NO EYE CONTACT AND A DEAD FISH HANDSHAKE. [LAUGHTER] NOW I’M WATCHING YOU. YOU SHOULD SEE YOURSELF. SOME OF YOU WOULDN’T EVEN TOUCH THE OTHER PERSON. BECAUSE, EVEN IF YOU WERE NOT BORN HERE IN THE U.S., BECAUSE YOU ARE WORKING HERE AT U. OF M., YOU PROBABLY HAVE FIGURED OUT THE RIGHT WAY TO SHAKE HANDS IN WESTERN CULTURE. RIGHT? SO, ON THAT FIRST HANDSHAKE, AND YOU WERE SMILING AND GIVING EYE CONTACT, IT’S BECAUSE YOU ALL HAVE LEARNED THAT IN WESTERN CULTURE, YOU ARE SUPPOSED TO GIVE DIRECT EYE CONTACT. NOW, IF IT WERE A REAL INTRODUCTION, YOU WOULD HAVE STOOD UP, BECAUSE YOU ARE SUPPOSED TO GIVE DIRECT EYE CONTACT, STAND UP, AND HAVE A FIRM HANDSHAKE. RIGHT? DON’T BREAK THEIR BONES BUT HAVE A FIRM HANDSHAKE. SO, WE ARE TAUGHT THAT’S THE RIGHT WAY AND EVEN THOUGH YOU UNDERSTAND DIFFERENT CULTURES, HOW OFTEN DO WE JUDGE SOMEONE WHEN THEY DON’T GIVE US EYE CONTACT AND YOU TALKED ABOUT THAT A GOOD DEAL THIS MORNING, BUT ADDITIONALLY, THEY GIVE US THAT WEAK HANDSHAKE. NOW, I DO THIS ACTIVITY WITH HEALTH CARE PROFESSIONALS, AS WELL AS ALL OF MY OTHER GROUPS, AND I’M ALWAYS CONCERNED WHEN I AM WITH HEALTH CARE PROFESSIONALS THAT WHEN I SAY WHAT WERE YOU THINKING? WHEN THAT PERSON GAVE YOU THE WEAK HANDSHAKE, I’M ALWAYS CONCERNED THAT SOMEBODY’S GOING TO SAY OH, I IMMEDIATELY THOUGHT THEY HURT THEIR HAND. THAT HAS NOT HAPPENED YET. EVEN AMONG HEALTH CARE PROFESSIONALS. NOW, YOU MIGHT EVENTUALLY THINK THAT. BUT THE FIRST THING YOU ARE THINKING IS — HIRING THIS PERSON? NEXT. RIGHT? SO YOU GO THROUGH THE INTERVIEW PROCESS REALLY FAST BECAUSE YOU DON’T WANT TO WASTE YOUR TIME WITH SOMEBODY YOU ALREADY HAVE DECIDED YOU’RE NOT GOING TO HIRE. AND YOU WERE BASING THAT ON YOUR FIRST IMPRESSION. YOUR BIAS ABOUT HANDSHAKES. THEY ARE NOT GOING TO FIT HERE. WHEN IN FACT TWO THIRDS OF THE PEOPLE ON THE PLANET INTENTIONALLY GIVE A WEAK HANDSHAKE, DO NOT GIVE EYE CONTACT, AND MANY OF THEM DON’T TOUCH AT ALL. BUT HOW OFTEN DO WE SLIP INTO THAT CONFIRMATION BIAS, I ALREADY MADE UP MY DECISION ABOUT THIS PERSON, AND NOW LET ME JUST ASK QUESTIONS IN A WAY THAT WILL CONFIRM WHAT I ALREADY WAS THINKING. RATHER THAN THE OTHER WAY AROUND. LET ME SEE IF I CAN PROVE MYSELF WRONG, IS WHAT WE NEED TO BE DOING. SO, JUST AS A REFRESHER, WITH THAT HANDSHAKE, TO REMIND YOU THAT WE ARE ALL ON THIS JOURNEY TOGETHER, IT IS A CONTINUOUS LEARNING PROCESS. WE DON’T TAKE A PILL AND THEN WE GET IT, IT’S CONSTANTLY DOING THE WORK. SO, THERE ARE TIMES, THOUGH, WHEN WE HAVE MICRO AGGRESSIONS OR MICRO INEQUITIES. AND THE ONLY DIFFERENCE BETWEEN THE TWO IS MICRO INEQUITIES ARE SUBTLE AND IT WAS UNINTENTIONAL. OF MICRO AGGRESSIONS COULD BE VERY INTENTIONAL. BUT THE RESULT IS THE SAME. PEOPLE ARE FEELING OUCH. THEY ARE FEELING THAT PAIN. SO, AS THESE COME UP, THINK ABOUT, HAVE YOU EVER EITHER EXPERIENCED THESE QUESTIONS OR COMMENTS? OR DO YOU KNOW SOMEONE WHO HAS? AND THESE ARE JUST A FEW EXAMPLES OF MICRO AGGRESSIONS. NOW, I’VE GOT TO MAKE A COMMENT ABOUT THE HAIR ONE. THERE’S TWO THAT ARE ABOUT HAIR. ONE OF THEM SAYS IS THAT YOUR REAL HAIR? IF SHE PAID FOR IT, IT’S HER REAL HAIR. [LAUGHTER] WHY DO WE HAVE TO ASK THAT QUESTION? NOW, HERE’S THE THING. A WE OFTEN DO OR SAY THESE THINGS WHEN WE ARE TRYING TO MAKE FRIENDS. SO WHY CAN’T WE JUST SAY OH, YOUR HAIR IS BEAUTIFUL, AND LEAVE IT AT THAT? THEN THE OTHER ONE, THAT AFRICAN AMERICAN WOMEN TELOME THEY EXPERIENCE ALL THE TIME, AND I USED TO SAY YOU SEE WHAT I DID, I DON’T EXPERIENCE THIS — BUT I CAN’T TELL YOU THAT ANYMORE, BECAUSE THIS SUMMER IN JULY, SOMEBODY ACTUALLY PUT THEIR HANDS IN MY LITTLE BIT OF HAIR THAT I HAVE. AND HERE’S THE POINT. THE PERSON PUTTING, WHAT THEY SAY IS MAY I TOUCH YOUR HAIR? BUT THEIR HANDS ARE ALREADY IN YOUR HAIR. AND THAT’S A POWER PLAY EVEN THOUGH WE HAVEN’T THOUGHT ABOUT IT THAT WAY. BECAUSE IT’S USUALLY SOMEONE WHO IS WHITE TOUCHING SOMEONE WHO IS BLACK WHO UNCONSCIOUSLY KNOWS THEY HAVE THE POWER TO DO THAT. SO WHAT WOULD BE WRONG? RATHER THAN AGAIN, JUST SAYING HMM, I LIKE THAT HAIRSTYLE. SO, THESE ARE JUST SOME EXAMPLES TO REMIND YOU OF THE THINGS THAT MITT HAPPEN SO THAT WOULD HE CAN MOVE INTO THE CRUX OF WHY I WAS ASKED TO BE HERE TODAY. SO IF YOU ARE WONDERING WHAT DO YOU DO TO CONTINUALLY BECOME MORE CULTURALLY CURIOUS INSTEAD OF CULTURALLY CRITICAL? AN EASY WAY TO REMEMBER THIS IS TO BE BASIC. AND, IT’S ALREADY ON YOUR POST CARD AND WHEN YOU DOWNLOAD THE TWO PDFs I HAVE FOR YOU, ONE OF THEM GOES INTO DETAIL WITH EACH STEP. I’LL DO THEM RIGHT NOW. THE FIRST IS — BREATHE. NOW WE KNOW THAT MEDITATION IS A GOOD THING. I’M NOT TALKING ABOUT THAT KIND OF BREATHING. BUT WHEN WE REALIZE WE JUST HAD A BIASED THOUGHT OR REALIZED WE ARE INTERACTING WITH SOMEONE WE DON’T KNOW OR UNDERSTAND AND WE ARE FEELING THAT LITTLE BIT OF DISCOMFORT, WHAT WE WANT TO DO IS TAKE A BREATH, BECAUSE YOU FEED THE OXYGEN TO YOUR PREFRONTAL NEURAL CORTEX. THE ANTERIOR CIGULATE CORTEX IS TRYING TO HELP YOU SEE FIGHT FLIGHT OR FREEZE. MAYBE YOU AREN’T IN DANGER. IF YOU TAKE A BREATH, IT HELPS YOU TO MODULATE TO GET TO YOUR SLOW BRAIN SO THAT YOU CAN BE MORE ANALYTICAL. YOU CAN SAY HMM, I WONDER DOES THIS APPLY THIS TIME? SO TAKE A BREATH. THE NEXT IS TO BE WILLING TO BE THE OTHER. AND PANELISTS TALKED ABOUT THIS THIS MORNING. WITH VARIOUS THINGS THAT THEY DO TO LEARN DIFFERENT CULTURES. NOW I’M NOT SUGGESTING THAT THE ONLY WAY TO DO THAT IS TO GO TO A DIFFERENT PLACE OF WORSHIP IF YOU HAPPEN TO GO TO A PLACE OF WORSHIP. BUT I USE THIS SLIDE BECAUSE 11:00 ON SUNDAY MORNING IS THE MOST SEGREGATED TIME DURING THE WEEK. SO, IF YOU DO HAPPEN TO GO TO A PLACE OF WORSHIP, GO SOMEWHERE ELSE OCCASIONALLY. IF YOU ARE A LITTLE UNCOMFORTABLE ABOUT DOING THAT BY YOURSELF, FIND SOMEONE THAT YOU KNOW THAT HAS A DIFFERENT — THAT WORSHIPS A DIFFERENT RELIGION THAN YOU, AND EXPERIENCE THEIR TRADITIONS. I’VE EVEN SHARED THAT SUGGESTION WITH CLERGY. AND I’M STUNNED AT HOW SURPRISED THEY ARE. EVEN — REALLY? I COULD TELL MY CONGREGATION TO GO TO ANOTHER CHURCH? HELLO? MY POINT, THOUGH, IS ALL OF US ARE HUMAN AND WE ARE SO AFRAID OF WHAT’S DIFFERENT. NOW, YOU DON’T HAVE TO JUST DO THAT. IT COULD BE ALL DIFFERENT THINGS. NOW, YOU HAPPEN TO WORK IN A PLACE THAT IS VERY DIVERSE. THAT’S NOT ENOUGH. TO BE AROUND PEOPLE DURING THE WORKTIME. INTENTIONALLY USE YOUR OWN TIME TO LEARN ABOUT CULTURES DIFFERENT THAN YOU. INTENTIONALLY GO TO THOSE CULTURES AROUND WHICH YOU ARE MOST UNCOMFORTABLE. BECAUSE WHAT WILL HAPPEN IS YOUR BIASES AND STEREOTYPES WILL COME TO FORE AND YOU WILL REALIZE THAT’S ALL IT WAS. NOW I’M NOT SUGGESTING YOU PUT YOURSELF IN A DANGEROUS SITUATION OF COURSE, BUT YOU REALIZE THAT MOST OF YOUR FEARS JUST DON’T APPLY ANYMORE. SO, BE WIL WILLING TO BE THE OT. ASK FOR FEEDBACK. DR. BROWN I THINK EARLIER HAD SAID THAT ALL OF US IN THIS ROOM ARE LEADERS IN ONE WAY OR ANOTHER. WHEN YOU ARE THE LEADER, DON’T SHARE YOUR IDEAS FIRST. ASK THE REST OF YOUR TEAM WHAT THEIR IDEAS ARE. BECAUSE, SINCE YOU ARE A DE AND I LEAD AT ONE LEVEL OR ANOTHER, PEOPLE ASSUME YOU HAVE IT ALL. WE KNOW THAT’S NOT TRUE. WE ARE ALWAYS LEARNING. SO ASK YOUR TEAM FOR THEIR IDEAS FIRST. IF SOMEBODY COMES UP WITH AN IDEA THAT IS VERY SIMILAR TO ONE THAT YOU HAD, GIVE THEM THE CREDIT. YOU DON’T NEED IT. GIVE IT TO THEM. BE WILLING TO ASK FOR FEEDBACK. IF YOU KNOW YOU HAVE A PARTICULAR BIAS, AND YOU WOULD LIKE TO GET BEYOND IT, WE CAN’T GET RID OF THEM, BUT WE CAN’T DISRUPT THEM. THEN GO TO SOMEBODY YOU TRUST, NOT YOUR PARTNER, SPOUSE, OR SIGNIFICANT OTHER, WHICHEVER TERM YOU HAPPEN TO USE, DON’T GO TO THEM. IT’S TOO MUCH EMOTION. BUT GO TO SOMEONE ELSE LIKE A BEST FRIEND AND SAY, YOU KNOW, I REALIZE I’VE GOT A BIAS ABOUT WEIGHT. SIZE. WHATEVER IT MIGHT BE. AND BECAUSE SO MANY MANY OF OUR BIASES ARE UNCONSCIOUS, I NEED YOU TO POINT OUT TO ME IF I HAPPEN TO SAY OR DO SOMETHING THAT SHOWS THAT BIAS. JUST BRING IT TO MY ATTENTION. NOW DON’T THROW ME UNDER THE BUS, YOU KNOW. CALL IT TO MY ATTENTION OFFLINE. JUST YOU AND ME. SO THAT I CAN BECOME MORE AWARE. BE WILLING TO ASK FOR FEEDBACK. SUSPEND JUDGMENT IS THE “S.” REMEMBER BEING BIASED IS NORMAL. SO WHEN YOU REALIZE YOU ARE HAVING A BIASED THOUGHT, JUST SUSPEND IT FOR A MOMENT. SEE IF YOU CAN PROVE YOURSELF WRONG. INSTEAD OF ALWAYS PROVING YOURSELF RIGHT. INVITE OTHERS. INVITE PEOPLE DIFFERENT THAN YOU TO BE IN YOUR SPACE. NOW, NOT ONLY AT WORK, AGAIN, NOT JUST WITH YOUR TEAM. IF YOU ARE GOING TO HAVE A DINNER PARTY, INVITE SOME FOLKS TO YOUR DINNER PARTY WHO YOU HAVEN’T INVITED BEFORE, WHO ARE VERY DIFFERENT THAN THE REST OF THE PEOPLE. DON’T JUST INVITE ONE PERSON WHO’S DIFFERENT. BUT INVITE A FEW. IT WILL CHANGE THE TENOR OF THE CONVERSATION. MOST LIKELY IT WILL MAKE THE PARTY MUCH MORE INTERESTING. SO, BE WILLING TO DID THAT. THIS IS THE HARDEST ONE. CHECK YOUR EGO AT THE DOOR. BECAUSE YOU SEE, YOU GOT TO WHERE YOU ARE TODAY IN YOUR CAREER BECAUSE OF THE DECISIONS YOU MADE IN THE PAST. AND THOSE DECISIONS OBVIOUSLY WERE GOOD ONES BECAUSE THEY GOT YOU TO WHERE YOU ARE. WE AREN’T SUGGESTING THAT YOU DON’T CONTINUE TO MAKE THOSE GOOD DECISIONS. WHAT WE ARE SUGGESTING IS TO EXPAND IT. TO RECOGNIZE THAT JUST BECAUSE YOU WERE RIGHT FIVE YEARS AGO DOESN’T MEAN THAT YOU WERE RIGHT THIS TIME WITH THIS PERSON. SO WE CAN PUT THOSE THINGS IN PLACE, BUT WE STILL NEED ONE MORE THING. THE FIRST IS TO ASSUME POSITIVE INTENT. MOST PEOPLE DON’T GET UP IN THE MORNING TRYING TO MAKE YOUR LIFE MISERABLE. ALL OF US ARE MUCH MORE SELF FOCUSED. SO, THEY AREN’T BUSY TRYING TO MAKE YOU MISERABLE. NOW, BY THE WAY, I KNOW THERE ARE SOME PEOPLE WHO DO THAT. I’M NOT TALKING ABOUT THOSE FOLKS. I AM TALKING ABOUT MOST OF THE PEOPLE THAT YOU INTERACT WITH. THEY ARE JUST DOING THINGS THE WAY IT MAKES SENSE TO THEM. SO TAKE A BREATH AND ASSUME POSITIVE INTENT. NOW, IN SOME CASES WHEN SOMEBODY’S DOING SOMETHING ON A REGULAR BASIS THAT JUST GETS UNDER YOUR SKIN, YOU CAN JUST AVOID THEM. UNFORTUNATELY THE PEOPLE WHO DO THAT ARE USUALLY PEOPLE YOU CAN’T AVOID. BUT, SO HERE’S THE THING. IS — PECK YOUR BATTLES. IF SOMETHING HAPPENS WITH SOMEONE YOU ARE NEVER GOING TO SEE AGAIN AND YOU HAVE A SENSE THAT THEY AREN’T GOING TO HEAR YOU ANYWHICH, THEN DON’T WASTE YOUR ENERGY IF YOU ARE NEVER GOING TO SEE THEM AGAIN. SOMETIMES YOU CAN JUST ACCEPT PEOPLE THE WAY THEY ARE. THEY ARE DOING SOMETHING THAT MIGHT GET UNDER YOUR SKIN A BIT BUT YOU CAN ACCEPT THEM, ANY I – ANYWAY. MY FAVORITE AUNT, WE ALL HER AUNT LOU. HER ACTUAL NAME IS LOONEY PEARL. SHE HAD FOUR KIDS. OF SHE WAS MY STEPMOTHER’S SISTER. IS MY STEPMOTHER’S SISTER. SHE’S STILL ALIVE. LOONEY PEARL IS. SHE HAD FOUR KIDS. SO WHEN I WAS LIVING WITH MY DAD AND MY STEP MOM, I LOVED GOING TO HER HOUSE BECAUSE HER KIDS WERE IN MY AGE RANGE SO WE HUNG OUT ALL THE TIME TOGETHER. AAND LONEY PEARL WAS A GREAT COOK. MY STEPMOTHER NOT SO MUCH. SHE WOULD TELL YOU THAT SO I’M NOT SAYING ANYTHING OUT OF SCHOOL. SO LOONEY PEARL WAS A GREAT COOK. I LOVED BEING AROUND HER. I ALWAYS FELT LIKE I BELONGED. WELL THEN I WENT TO COLLEGE AND THEN GOT MARRIED AND THEN MOVED TO UNIVERSITY OF MICHIGAN ANN ARBOR AND SO I DIDN’T SEE AUNT LOU VERY MUCH. I WOULD SEE HER ONE TIME A YEAR. MY HUSBAND AND I WERE LUCKY. MY FAMILY’S TRADITION WAS ON CHRISTMAS EVE. HIS FAMILY TRADITION WAS ON THE DAY AFTER CHRISTMAS. SO, WE WOULD COME TO NEW JERSEY, WHICH IS WHERE I WAS FROM, WE WOULD HANG OUT WITH MY FAMILY, I WOULD SEE AUNT LOU, THEN WE WOULD FLY ON CHRISTMAS DAY AND GO VISIT HIS FAMILY IN VIRGINIA THE DAY AFTER. IT WORKED OUT REALLY WELL. SO WHEN I WOULD SEE AUNT LOU, SHE WOULD ALWAYS ASK ME THIS QUESTION. SO, LENORA, WHEN ARE YOU GOING TO HAVE KIDS? NOW MY HUSBAND AND I HAVE JUST CELEBRATED OUR 45th ANNIVERSARY. AND, WE CHOSE NOT TO HAVE CHILDREN. SO, WE CALL OURSELVES CHILD FREE, NOT CHILDLESS. WE LIKE EVERYBODY’S KIDS AND WE CAN SEND THEM BACK. NOW, I AM PROUD OF THAT DECISION THAT WE MADE BECAUSE, STILL TODAY, IT WAS THE RIGHT DECISION FOR US. BUT MY POINT IS THIS. AUNT LOU WOULD ASK THAT QUESTION EVERY YEAR. AND I LOVE AUNT LOU SO I DIDN’T WANT TO GET INTO A WHOLE PHILOSOPHICAL DEBATE. SHE HAD FOUR KIDS SO SHE DIDN’T UNDERSTAND WHY ANYONE WOULD NOT WANT TO HAVE KIDS AND PLUS, I FRANKLY DIDN’T THINK IT WAS ANY OF HER BUSINESS WHY WE CHOSE NOT TO HAVE KIDS. BUT HERE’S THE THING. I STILL SEE AUNT LOU AT CHRISTMAS. SHE’S STILL 95. SHE IS NOT SUFFERING FROM DEMENTIA OR ALZHEIMER’S. I THINK SHE NOW ASKS ME THE SAME QUESTION BECAUSE SHE WILL GET A LAUGH FROM ANYONE WHO HEARS HER. BUT STILL SHE LEANS IN AND SAYS LENOR A, WHEN ARE YOU GOING TO HAVE KIDS? AND WHAT I SAY TO HER IS AUNT LOU, WE’RE WORKING ON IT. AND THEN WE CAN MOVE ON. SO THERE ARE SOME PEOPLE, DEPENDING ON THE RELATIONSHIP YOU HAVE WITH THEM, THAT YOU CAN JUST ACCEPT THEM. BUT THEN THERE ARE OTHER FOLKS THAT — HMM-MM, I HAVE TO TAKE ACTION ON THIS. BECAUSE I’M TAKING HOME THAT STRESS EVERY TIME THEY SAY SOMETHING OR DO SOMETHING. I NEED TO FIGURE OUT A WAY TO HELP THEM KNOW HOW IMPORTANT THIS IS TO ME. AND THAT’S WHERE THE STOP TECHNIQUE COMES IN. AND THE HANDOUT THAT YOU HAVE ON THE TABLE ARE THE FOUR STEPS, IT’S A BLANK WORKSHEET, BUT HERE’S THE THING WHEN THE STOP TECHNIQUE. IT IS SIMPLE, BUT NOT EASY. SIMPLE, BUT NOT EASY. SO, I GIVE YOU THAT WORK SHEET SO YOU AT LEAST HAVE ONE HARD COPY OF IT, BUT YOU WILL GET OTHER WORKSHEETS WITH SOME EXAMPLES AS WELL WHEN YOU DOWNLOAD FROM THE WEBSITE. SO, HERE’S THE STEPS. THE FIRST STEP IS SIMPLY — STATE. THE SECOND STEP IS TELL. THE THIRD IS OPTIONS AND THE FOURTH IS POSITIVE RESULTS. SO, LET’S WALK THROUGH THEM ONE AT A TIME. STATE THE BEHAVIOR. NOW TYPICALLY WHEN WE GIVE PEOPLE FEEDBACK, WE ARE IN THE MIDST OF BEING EMOTIONAL, WE DO IT RIGHT AFTER THEY DID SOMETHING AND WE ARE BUSY TELLING THEM WHAT WE DON’T WANT THEM TO DO AND WE ARE TELLING THEM WHAT THEY ARE THINKING, WHICH GOES TOTALLY IN THE WRONG DIRECTION. RIGHT? SO, WE WANT TO START WITH WHAT IS THE BEHAVIOR? YOU SHOULD BE ABLE TO SEE IT, SMELL IT, TASTE IT, TOUCH IT, COUNT IT, SOME KIND OF WAY, SOME BEHAVIOR SO THAT WHEN YOU STATE THIS BEHAVIOR TO THE OTHER PERSON, THEY KNOW EXACTLY WHAT YOU ARE TALKING ABOUT. IF YOU DON’T GET THE BEHAVIOR CLEAR, THE REST OF THIS TECHNIQUE FALLS APART. THIS IS NOT A TECHNIQUE TO USE WHEN SOMEONE IS BREAKING COMPANY POLICY. WHEN SOMEONE IS BREAKING THE LAW. THIS IS NOT FOR THAT. THIS IS TO USE WITH YOUR COLLEAGUES AND YOUR CO-WORKERS. WHEN YOU NEED TO GIVE THEM FEEDBACK IN A WAY THEY CAN HEAR IT. IF YOU HAVE TAKEN ANY FEEDBACK SESSIONS, AND I BET YOU PROBABLY HAVE, MOST FEEDBACK WORKSHOPS WILL SAY DON’T START WITH YOU, START WITH “I.” THIS SWITCHES IT AND IT’S INTENTIONAL. SO YOU START WITH THE BEHAVIOR SO THEY KNOW WHAT YOU ARE TALKING ABOUT. SO LET’S PRACTICE A LITTLE BIT. WHICH OF THE FOLLOWING IS A CLEAR BEHAVIOR? I WILL GIVE YOU A CHANCE TO READ IT AND YOU JUST SHOUT OUT WHICH ONE YOU THINK IS BEST. YEAH. NUMBER ONE IS THE BEST. BECAUSE, THE WHOLE STOP TECHNIQUE WHEN YOU GET REALLY GOOD AT IT, IS ONLY GOING TO TAKE YOU ABOUT 45 SECONDS. IT’S NOT A DIALOGUE. THIS IS DIRECT FEEDBACK YOU ARE GIVING TO SOMEONE. SO THE BEHAVIOR PART IS JUST THE BEGINNING OF THE SENTENCE. STAND, WHEN YOU GIVE ME A HIGH FIVE, TO SHOW ME APPROVAL, SO STAND WILL — SHE’S TALKING SOMETHING ABOUT HIGH FIVE. THAT’S THE BEHAVIOR. THAT’S ALL THAT IT IS. IT’S THAT SIMPLE. THE NEXT IS TELL THE PERSON HOW YOU FEEL. SOMETIMES PEOPLE GET HUNG UP BECAUSE THEY WANT TO TELL THE PERSON THEIR OPINION. ANOTHER WORD FOR OPINION IS JUDGMENT. THE MINUTE YOU START SHARING YOUR OPINION OR JUDGMENT, THAT CAUSES THE LISTENER TO BECOME DEFENSIVE. THEY AREN’T GOING TO HEAR ANYTHING ELSE. MOST HUMAN BEINGS DO NOT WANT TO HURT YOUR FEELINGS, REMEMBER THE FIRST QUESTION I STARTED WITH, MOST HUMAN BEINGS DON’T WANT TO HURT YOUR FEELINGS SO IF YOU SHARE WITH THEM HOW YOU FEEL, THEY ARE IMMEDIATELY NOW LEANING INTO WHAT ELSE YOU ARE GOING TO SAY BECAUSE THEY DIDN’T MEAN TO HURT YOUR FEELINGS IN THE FIRST PLACE. NOW, I KNOW THAT’S NOT EVERYBODY. THERE ARE SOME PEOPLE THAT COULDN’T CARELESS WHAT YOU THOUGHT. WE AREN’T TALKING ABOUT THOSE FOLKS. WE ARE TALKING ABOUT THE PEOPLE THAT REALLY DO CARE. THAT REALLY DO WANT TO INTERACT EFFECTIVELY. SO, READ THESE THREE AND I’M GOING TO GIVE YOU 45 SECONDS TO WORK AT YOUR TABLE, TALK TO YOUR TEAMMATES ON WHICH ONE YOU THINK IS THE CLEAREST EXAMPLE. YOU CAN TALK NOW. AND IT COULD BE, I SHOULD SAY WHAT’S A WAY TO REPHRASE IT? THIS ONE YOU WANT TO REPHRASE IT. HOW COULD YOU REPHRASE THAT SO PEOPLE WOULD ACTUALLY HEAR IT? SO THEY ALL HAVE SOMETHING IN COMMON. THIS IS THE FEELING STAGE. BUT ALL THREE OF THEM START WITH YOU. AND I STARTED HEARING YOUR ANSWERS ALREADY. WHATEVER THE STATEMENT IS HERE, IT NEEDS TO START WITH “I” FEEL. WE NEED TO OWN OUR OWN FEELINGS. NOW THAT’S A WHOLE OTHER WORKSHOP. YOU COULD CHOOSE NOT TO BE UPSET ABOUT CERTAIN THINGS. BUT IF IT’S REALLY IMPORTANT, AND THAT’S WHEN YOU USE THIS TECHNIQUE, WHEN IT’S SOMETHING THAT’S REALLY IMPORTANT, YOU THAT EVIDENCE TO OWN THAT FEELING BECAUSE YOU ARE ABOUT TO ASK SOMEONE TO CHANGE THEIR BEHAVIOR WHEN YOU ARE THE ONE WITH THE CHALLENGE. THEY DON’T EVEN KNOW THAT THERE’S ANY ISSUE. SO, THE FIRST ONE IS YOU. IT’S GOING TO START WITH WHAT YOU DO WHATEVER IT IS. THE SECOND, THE FEELING, STARTS WITH I FEEL, AND THEN YOU TELL THEM HOW YOU FEEL. NOW SOME PEOPLE HAVE A TOUGH TIME GETTING IN TOUCH WITH THEIR FEELINGS. LUCKILY WE HAVE THE GOOGLE MACHINE. MANY SO, GOOGLE THE WORD FEELINGS POSITIVE OR NEGATIVE AND YOU WILL COME UP WITH A TON OF THEM, AND FIND A WORD THAT’S GOING TO FIT FOR YOU WHEN YOU ARE USING THIS ACTIVITY. I MEAN USING THIS TECHNIQUE. THE NEXT IS OPTIONS. IN OTHER WORDS, WHAT’S — WHAT SHOULD THEY BE DOING IF THEY STOPPED DOING WHAT YOU ASKED THEM TO? SO, WHAT DO YOU PUT IN PLACE OF IT? AGAIN, THIS IS WHERE OUR FEEDBACK USUALLY FALLS DOWN BECAUSE WE TELL PEOPLE WHAT DOUGH DON’T LIKE, BUT WE DON’T GIVE THEM A REPLACEMENT. WE DON’T TELL THEM WHAT WE WOULD LIKE FOR THEM TO DO INSTEAD. SO WE NEED TO GIVE THEM SOME EXAMPLES. SO IF THIS WAS WHAT WAS HAPPENING, THIS MIGHT BE AN INEQUITY, WHICH WOULD BE THE BETTER PHRASE IT USE? RIGHT. I WOULD PREFER. BECAUSE YOU REALLY OUGHT TO, THAT’S BEING REALLY JUDGMENTAL. AND NOT, WE THINK YOU SHOULD — THIS IS A ONE ON ONE INTERCHANGE HERE. EVEN IF YOU KNOW THREE OR FOUR PEOPLE IN THE DEPARTMENT FEEL THE SAME WAY YOU DO, YOU ARE NOT SPEAKING FOR ALL OF THEM AT THIS MOMENT. ESPECIALLY IF THIS IS THE FIRST TIME THIS OFFENDER HEARD ABOUT THE PARTICULAR THING THAT THEY ARE DOING. SO, IT’S JUST BETWEEN YOU AND ME. AND OBVIOUSLY YOU WANT TO HAVE THESE CONVERSATIONS IN A PRIVATE PLACE. THE LAST IS POSITIVE RESULTS. IN OTHER WORDS, WHAT’S IN IT FOR THEM TO CHANGE THEIR BEHAVIOR? IN TRAINING, YOU KNOW, THE TERM WITH ‘EM, WHAT’S IN IT FOR ME? WHAT’S IN IT FOR ME TO CHANGE THEIR BEHAVIOR? YOU WANT TO ANSWER THAT QUESTION. AND I DON’T HAVE AN EXAMPLE FOR THIS ONE BECAUSE IT’S TOTALLY DEPENDENT ON WHAT THE SITUATION IS. ‘ IT COULD BE THAT, YOU WILL BE ABLE TO, YOU AND THAT PERSON WILL BE ABLE TO GET TO THE TASK QUICKER, BECAUSE YOU WILL REALLY BE LISTENING TO EVERYTHING THEY ARE SAYING, NOT WAITING FOR THIS THING THAT THEY DO OR SAY THAT UPSETS YOU. MAYBE YOU ALREADY HAVE A GREAT RELATIONSHIP AND YOU WANT TO MAKE IT EVEN BETTER. BUT THE POINT IS, YOU WANT TO FIND SOMETHING THAT’S IN IT FOR THEM AS WELL AS FOR YOU, SO, THAT THEY WOULD BE WILLING TO MAKE THIS CHANGE. THEN, WHEN YOU GO THROUGH ALL FOUR OF THOSE STEPS, YOU WANT TO END WITH — ARE YOU WILLING TO WORK WITH ME ON THIS? ARE YOU WILLING TO HELP ME WITH THIS? SO THAT YOU ARE SAYING TO THAT PERSON I OWN THIS PROBLEM. I NEED YOUR HELP. BECAUSE REMEMBER YOUR FEELINGS ARE YOUR PROBLEM, NOT THEIRS. SO YOU WANT TO ASK THEM FOR HELP. NOW IF AT THE END OF THIS THEY SAY HUH-UH, THEN YOU KNOW YOU HAVE A BIGGER PROBLEM THAN WHAT YOU INITIALLY THOUGHT. BUT THAT’S NOT WHAT MOST POEM DO. — THAT’S NOT WHAT MOST PEOPLE DO. THEY DON’T JUST OUTRIGHT SAY NO. THEN THERE ARE SEVERAL WHAT IFS. SO FIRST OF ALL, UNLIKE MUCH OF THE FEEDBACK MANY OF THE FEEDBACK TECHNIQUES THAT WE HAVE LEARNED IN THE PAST THAT SAY IMMEDIATE FEEDBACK IS CRITICAL, THIS ONE IS ONE YOU NEED TO SIT. LET IT SIT FOR A LITTLE WHILE. BECAUSE, WHEN A PERSON DOES WHATEVER THOSE THINGS ARE, YOUR EMOTIONS HAVE COME TO THE FOREFRONT. AND YOU HAVE TO WADDLE IN IT A LITTLE BIT. IF YOU ARE APRIL GROW, YOU HAVE — IF YOU ARE ANGRY, YOU HAVE TO BE ANGRY A LITTLE BIT BUT NOT IN FRONT OF THAT PERSON. BECAUSE IF YOU ARE STILL ANGRY, YOU AREN’T READY IT TALK TO THEM YET. YOU HAVE TO WAIT UNTIL YOU ARE CALM ENOUGH, WHICH IS WHY I GIVE YOU THE WORKSHEETS. BECAUSE, FOR THIS TO WORK, REALLY WELL, YOU NEED TO BE ABLE TO REDUCE WHAT YOU ARE GOING TO SAY TO THAT PERSON TO WORDS ON A PIECE OF PAPER. IF YOU CAN’T WRITE IT CLEARLY, NOT THAT YOU HAVE TO REMEMBER RISE IT, BUT IF YOU CAN’T WRITE IT CLEARLY ENOUGH FOR SOMEBODY ELSE TO UNDERSTAND, EVEN IF THEY DON’T KNOW THE PERSON, YOU AREN’T READY TO TALK TO THAT INDIVIDUAL YET. AND, SO GIVE YOURSELF SOME TIME. NOW DON’T WAIT SIX MONTHS, YOU KNOW. IF SOMEBODY DOES SOMETHING TODAY, THEN IT MIGHT BE NEXT WEEK OR IT MIGHT BE THREE DAYS, IT JUST DEPENDS ON HOW LONG IT WILL TAKE YOU TO WORK YOURSELF THROUGH THE STEPS. BUT THERE ARE SOMEWHAT IFS. SO, IF THE OFFENDER INTERRUPTS YOU, SO YOU JUST FINISHED SAYING WHEN YOU, AND YOU IDENTIFIED THE BEHAVIOR, AND THEY IMMEDIATELY INTERRUPT YOU, YOU LET THEM INTERRUPT YOU, YOU RESPECTFULLY GIVE THEM EYE CONTACT OR WHATEVER IS NECESSARY TO KEEP THAT RELATIONSHIP, AND WHEN THEY FINISH, THEN YOU SAY I HEAR YOU AND YOU GO RIGHT BACK TO WHERE YOU WERE. IT’S CALLED THE BROKEN RECORD. YOU PROBABLY KNOW THAT. YOU GO RIGHT BACK TO WHEREVER YOU LEFT OFF. SO, UNLIKE WHEN YOU SEE SOME OF THE TALKING HEADS ON TV WHERE THEY ARE YELLING ON TOP OF EACH OTHER ALL THE TIME, THAT’S NOT GOING TO WORK. BECAUSE NOBODY CAN HEAR ANYTHING. SO JUST LET THEM SAY WHAT THEY ARE GOING TO SAY, BECAUSE THAT’S GOING TO GIVE YOU MORE INFORMATION, AND THEN YOU GO RIGHT BACK TO WHERE YOU WERE, BECAUSE THAT SAYS TO THE PERSON, YOU KNOW? THIS IS REALLY IMPORTANT TO HER. BECAUSE SHE’S NOT LETTING ME OFF THE HOOK. THE NEXT IS, THEY DENY EVERYTHING YOU ARE SAYING. THEY SAY — THEY DON’T EVEN THINK THEY EVER DID THIS. THAT’S A SIGNAL TO YOU THAT STEP NUMBER ONE, BEHAVIOR, WAS NOT CLEAR ENOUGH. AND IN THAT CASE, YOU MIGHT SAY TO THEM, YOU KNOW, PAUL, THIS IS SO IMPORTANT TO ME, I REALLY WANT TO GET IT RIGHT. WHEN IS ANOTHER TIME THAT WOULD BE A GOOD TIME IT TALK TO YOU? AGAIN, THAT SAYS TO THEM, YOU AREN’T LETTING THEM OFF THE HOOK, BUT YOU KNOW YOU NEED TO GO BACK AND PRACTICE A LITTLE BIT MORE. TO BE MORE CLEAR AND SPECIFIC. NOW, IF THE PERSON DOES FIVE OR SIX THINGS THAT GET ON YOUR NERVES, DON’T TRY TO COVER ALL FIVE OR SIX. IN ONE CONVERSATION. JUST PICK ONE THING. IF THEY SEEM LIKE THEY ARE IGNORING YOU, IF THEY ARE LOOKING AT THEIR WATCH OR THEIR PHONE OR ANY OTHER THING, THAT’S ONE OF THOSE OUCHES THAT SAYS YOU’RE NOT IMPORTANT ENOUGH. THEN YOU PROBABLY NEED TO SAY TO THEM, I CAN TELL YOU’RE REALLY BUSY RIGHT NOW, THIS IS NOT A GOOD TIME. TELL ME WHEN A GOOD TIME IS. LET’S PULL OUT OUR CALENDARS AND FIND THAT TIME. TO YET AGAIN, YOU ARE NOT LETTING THEM OFF THE HOOK. NOW, SOMETIMES PEOPLE HEAR BETTER WHEN THEY AREN’T LOOKING AT YOU. SO, YOU KNOW, THEY MAY NEED TO LOOK AWAY AND ARE PROCESSING WHEN YOU ARE SAYING TO THEM. SO DON’T IMMEDIATELY ASSUME THAT THEY ARE IGNORING YOU. OFTENTIMES PEOPLE WILL SAY OH, OH, I DIDN’T MEAN ANY HARM. JUST GET OVER IT. YOU KNOW, I WAS JUST JOKING. THAT WILL OFTENTIMES COME UP. YOU CAN SAY SOMETHING LIKE SAM, I UNDERSTAND YOUR INTENTIONS WERE GOOD. THE IT DIDN’T LAND QUITE THE RIGHT WAY FOR ME. OR SOMETHING ALONG THOSE LINES. YOU ACKNOWLEDGE THAT THEIR INTENTIONS WERE GOOD AND THEN YOU GO BACK TO WHERE YOU WERE. THIS IS STILL IMPORTANT TO ME. NOW, DON’T SAY “BUT.” JUST PUT A PERIOD THERE AND SAY IT’S STILL IMPORTANT. SO, THE CHALLENGE IS, WE ONLY HAVE A SHORT TIME TOGETHER WHERE NORMALLY WHAT I JUST SHARED WITH YOU, I TAKE TWO HOURS USUALLY THREE. SO YOU HAVE LOTS OF PRACTICE. WHAT I ENCOURAGE YOU TO DO IS TO FIND AN ACCOUNTABILITY PARTNER. SOMEONE ELSE HOPEFULLY IN THIS ROOM WHO HAS ALSO HEARD THE SAME THING AND YOU PRACTICE THIS WITH THEM. BEFORE YOU USE IT. I PROMISE YOU, IT REALLY WORKS. I GET STORIES ALL THE TIME OF PEOPLE USING THIS TECHNIQUE BOTH AT WORK, AS WELL AS OUTSIDE WORK. IT’S AMAZING. IT WORKS PARTICULARLY WELL WITH KIDS. SO PRACTICE IT FIRST WITH KIDS THAT DON’T IMPACT YOUR SALARY. [LAUGHTER] IT WORKS REALLY WELL WITH KIDS BECAUSE YOU ARE TELLING THEM ESSENTIALLY WHY YOU NEED THEM TO CHANGE. SO, THERE WAS ANNIE. NOW REMEMBER, IT WAS MARCH OF 1994. I HAD NOT MADE A COMMITMENT TO THIS FIELD OF WORK, DIVERSITY, EQUITY AND INCLUSION. ALTHOUGH, WHEN I STARTED MY BUSINESS IN 1986, BY 1988, MANY OF MY COLLEAGUES WERE SAYING WELL, WILL ENORA, YOU SHOULD DO DIVERSITY WORK. NOW FOR THOSE OF YOU WHO KNOW THE HISTORY OF DIVERSITY AND HOW IT BECAME THE WORD THE WAY WE USE IT NOW, IT REALLY KIND OF STARTED WITH WORKFORCE 2000 WHEN THAT GOVERNMENT REPORT SAID THAT BY THE YEAR 2000, THE MAJORITY OF PEOPLE ENTERING THE WORKPLACE WOULD BE OTHER THAN WHITE MALES AND SO CORPORATIONS WERE SAYING UH-OH, WE NEED TO FIGURE OUT A WAY TO ATTRACT THE BEST TALENT. WE PROBABLY NEED TO DO SOME THINGS DIFFERENTLY. SO MY COLLEAGUES WERE SAYING WELL LENORA, YOU SHOULD DO THIS WORK? AND I WOULD SAY WHY? THEY SAID WELL YOU’RE BLACK AND FEMALE. THAT WAS NOT A GOOD ENOUGH REASON. BECAUSE, I DID START PAYING ATTENTION TO WHAT OTHER PEOPLE WERE DOING AND, AT THAT TIME, PEOPLE DOING WORK IN THIS FIELD, AT LEAST THOSE THAT I SAW, WERE JUDGMENTAL, THEY MADE THEIR AUDIENCE MEMBERS FEEL GUILTY, NOW NOT ALL OF THEM, BUT MANY OF THEM, AND WHAT HAPPENS WHEN WE KNOW THIS INFORMATION, ALL OF US COLLECTIVELY IN THIS ROOM, SOMETIMES WE GET A LITTLE RIGHTEOUS. WE HAVE TO BE CAREFUL OF THAT. BUT THAT’S WHAT I WAS SEEING AND I THOUGHT THAT IS SO NOT MY STYLE. SO I NEED TO FIGURE OUT SOMETHING ELSE. SO I WAS IN SOUTH AFRICA WITH THIS LEADERSHIP DEVELOPMENT PROGRAM AND I HAD BEEN DELIVERING LEADERSHIP DEVELOPMENT AND CUSTOMER SERVICE AND JUST ALL KINDS OF THINGS, TRYING TO FIGURE OUT WHAT I SHOULD DO, BECAUSE MY COLLEAGUES WHO HAD BEEN IN THE BUSINESS A LONG TIME SAID, YOU’VE GOT TO PICK A LANE IN SOME WAY. YOU EITHER NEED TO PICK A TOPIC OR YOU NEED TO PICK AN INDUSTRY. AND ALTHOUGH I LOVED AUTOMOTIVE, THAT WAS NOT THE INDUSTRY I SAW MYSELF BEING IN FOR MY FULL CAREER. SO WHILE I WAS THERE IN MARCH OF 1994, IN THE BACK OF MY HEAD I WAS STILL SEARCHING FOR WHAT MY AREA OF FOCUS SHOULD BE. SO THERE I I WAS, IT WAS A FULL DAY LEADERSHIP PROGRAM. HAVE YOU PEOPLE WALKING AROUND IN BLINDFOLDS DOING ALL KIND OF OTHER THINGS SO THAT THEY CAN GET A SENSE OF WHAT IT’S LIKE TO BE LED AND ALL KINDS OF OTHER THINGS LIKE THAT. SO WE HAD A GREAT TIME. AND AT THE END OF THE DAY, SEVERAL PEOPLE CAME UP TO TALK TO ME. AND I WAS CHITCHATTING WITH THEM AND I NOTICED THAT ANNIE WAS STILL SITTING IN EXACTLY THE SAME PLACE. I REMEMBERED THAT SHE DID NOT PARTICIPATE AT ALL UNLESS SHE HAD TO. SO THAT WAS A CLUE TO ME THAT SHE PROBABLY WANTED TO TALK TO ME ALEN. — ALONE. AFTER ALL 60 OF THE OTHER FOLKS HAD LEFT, SHE FINALLY STARTED TO GET UP. AND AS SHE GOT UP, I SAW SHE WAS HEAVING. SHE WAS CRYING. SHE WAS CRYING SO HARD THAT THE TEARS WERE FALLING OFF HER FACE TO THE FLOOR. AS SHE’S WALKING TOWARD ME. NOW MY IMMEDIATE THOUGHT WAS — WAS I THAT BAD? BECAUSE I WAS STILL TOO SELF FOCUSED, QUITE FRANKLY. SO I STARTED WALKING TOWARD HER JUST SO THAT SHE WOULDN’T HAVE TO STRUGGLE SO HARD. WHEN I GOT TO HER, SHE GAVE ME A BEAR HUG. NOW I’M A HUGGER. BUT YOU KNOW WHEN YOU HUG SOMEBODY AND YOU’RE READY TO LET GO AND THEY’RE NOT? IT WAS ONE OF THOSE KIND OF HUGS. AND AS SHE WAS HUGGING ME, I COULD FEEL HER TEARS ON MY FACE. SO, WHEN SHE FINALLY LET ME GO, IT WAS WHEN SHE THOUGHT SHE COULD TALK AT LEAST A LITTLE BIT THROUGH HER TEARS. SO WHAT I AM ABOUT TO TELL YOU, SHE WAS CRYING THROUGH THE WHOLE THING. BUT WHAT SHE SAID TO ME WAS I AM AN AFRIKAANER. DO YOU KNOW WHAT THAT IS? AFRIKANNERS WERE THE PEOPLE IN POWER THAT IMPLEMENTED APARTHEID FOR OVER 40 YEARS. SO I HAD BEEN TO SOUTH AFRICA MANY TIMES AND HAD STUDIED IT BEFORE THEN. AND I SAID YES. I KNOW. SHE SAID WHEN I WALKED IN THIS ROOM AND I SAW THAT YOU, A BLACK WOMAN, FROM AMERICA, WAS OUR PRESENTER, EVERY BONE IN MY BODY, EVERY OUNCE OF MY BEING, WANTED TO TURN AROUND. AND LEAVE. AND SHE CRIED SOME MORE. SHE SAID I COULDN’T LEAVE, BECAUSE MY BOSSES WERE HERE. SO I WAS DETERMINED TO NOT DO ANYTHING. BUT SIT IN THE BACK. BUT THEN SHE SAID, I KNOW THE REAL REASON WHY I WAS SUPPOSED TO BE HERE. YOU SEE, AS WE SPEAK, MY HUSBAND, MY BROTHERS, AND MY SONS, ARE GATHERING GUNS AND AMMUNITION TO BE PREPARED TO KILL EVERY BLACK PERSON THEY SEE. AND I REALIZE NOW THAT I WAS SUPPOSED TO BE HERE TO EXPERIENCE YOU AS 100% HUMAN. AND MY JOB IS TO GO HOME AND CONVINCE MY HUSBAND, MY BROTHERS, AND MY SONS TO LAY DOWN THEIR ARMS. SO WE CRIED TOGETHER. WE TALKED A BIT MORE. THIS WAS 1994. THERE WAS NO INTERNET. THERE WAS NO E-MAIL. THERE WAS NO WAY FOR ME TO FIND OUT WHATEVER HAPPENED TO ANNIE. BUT AT THAT TIME, WAY BACK THEN, THERE WAS PRETTY MUCH ONLY ONE WAY TO GET TO SOUTH AFRICA AND IT WAS A 17-HOUR FLIGHT. I HAD A LOT OF TIME TO THINK. THE NEXT DAY. AND WHAT I REALIZED WAS DIVERSITY, EQUITY AND INCLUSION, IS NOT JUST ABOUT HOW MUCH KNOWLEDGE YOU HAVE. IT’S NOT EVEN JUST ABOUT THE WORDS YOU USE. IT’S ALSO ABOUT SHOWING UP AND BEING 100% AUTHENTICALLY WHO YOU ARE AND CREATING A SPACE FOR OTHER PEOPLE TO BE AUTHENTICALLY WHO THEY ARE. I SHARED LAST NIGHT AT DINNER WITH SEVERAL FOLKS THAT THERE’S TWO GROUPS OF PEOPLE THAT I MOST LOVE TO DO THIS WORK WITH. ONE GROUP IS EDUCATORS, BECAUSE I BELIEVE TEACHERS ARE THE BRAIN SURGEONS OF OUR KIDS AND WHAT THEY SAY OFF THE CUFF CAN CHANGE A CHILD’S LIFE FOR GOOD OR FOR BAD. AND IT’S USUALLY THOSE THINGS THEY SAY OFF THE CUFF, NOT THE STUFF THAT’S IN THE LESSON PLAN, THAT IMPACTS CHILDREN THE MOST. AND THE OTHER ONE IS HEALTH CARE PROFESSIONALS. BECAUSE YOUR DECISIONS LITERALLY CAUSE PEOPLE TO LIVE OR DIE. SO THE MORE YOU CAN UNDERSTAND PEOPLE DIFFERENT THAN YOU, AND HELP THEM SEE WHO YOU AUTHENTICALLY ARE, THE MORE UNIVERSITY OF MICHIGAN SCHOOL OF MEDICINE WILL CONTINUE NOT ONLY TO BE THE BEST, BUT TO PRODUCE THE BEST THAT CAN CHANGE THE WORLD. UBUNTU. THANK YOU SO MUCH FOR ALLOWING ME TO BE WITH YOU. [APPLAUSE]>>DON’T GO TOO FAR AWAY BECAUSE WE, YOU KNOW, THANK YOU VERY MUCH FOR ALL THE WISDOM THAT YOU SHARED WITH US TODAY. WE HAVE HAD MANY YEARS OF PEOPLE COMING AND SHARING AND IT’S ALWAYS GREAT TO KNOW THAT THERE ARE NEW THINGS WE CAN LEARN AND NEW WAYS WE CAN THINK ABOUT THE WORK THAT WE DO. WE REALLY APPRECIATE WHAT YOU HAVE DONE FOR US TODAY AND WOULD WE HAVE NOT ONE, BUT TWO, SINCE YOU ARE A MICHIGAN ALUM, YOU GET TWO GIFTS FROM US. WE HOPE YOU ENJOY THIS. THANK YOU VERY MUCH.>>THANK YOU. [APPLAUSE]>>AND SO WITH THAT, WE WILL ALSO GIVE ALL OF US THE GIFT OF LUNCH, WHICH I BELIEVE IS OVER THERE. THEY NEED THREE MINUTES SO YOU CAN FRESHEN UP AND THEN IN THREE MINUTES YOU CAN HAVE LUNCH AND WE WILL CONTINUE OUR PROGRAM AFTER THAT. THANK YOU. A TESTING TESTING.>>ALL RIGHT. I HOPE EVERYONE HAS ENJOYED THEIR LUNCH. WE WILL COME BACK WITH OUR FIRESIDE CHAT WITH LENORA. I WANT TO NOTE, THOUGH, I KNOW SOME PEOPLE HAD TO LEAVE DIRECTLY FOLLOWING LUNCH SO FEEL FREE TO SCOOT DOWN OR COME FORWARD. WE ARE HAPPY FOR YOU TO AND WE LOOK FORWARD TO TALKING WITH YOU. I AM CLARISSA. I AM SO EXCITED TO TALK WITH LENORA A LITTLE BIT LONGER THAN THE KEYNOTE TO HEAR MORE ABOUT HER THOUGHTS THINGS. LENORA BILLINGS-HARRIS WAS HERE AND DELIVERED OUR KEYNOTE FOR THOSE WHO MAY JUST BE JOINING US THIS AFTERNOON. SO, LENORA, YOUR KEYNOTE — REALLY RESONATED WITH ME. THERE WERE KEY THINGS THAT CAME OUT OF IT THAT I THOUGHT WERE SO PRACTICAL. ONE OF THE BIGGEST THINGS WE STRUGGLE WITH IN OUR ORGANIZATION IS TIME. YOU MIGHT HAVE HEARD THAT EARLIER THAT YOU MENTIONED THAT THE STOP TECHNIQUE COULD BE DONE IN 45 SECONDS. HOW MUCH PRACTICE DO YOU NEED TO BE ABLE TO PUT IN?>>Lenora Billings-Harris: YOU DO NEED TO PRACTICE. THE MAIN THING IS TO REMEMBER THAT THE STOP TECHNIQUE IS NOT INTENDED TO BE A DIALOGUE. WHERE PEOPLE GET STUCK IS WHEN THEY SAY “I FEEL” AND THEN THEY SHARE THEIR FEELING. YOUR TENDENCY IS TO TELL THE PERSON WHY YOU FEEL THAT WAY. NO. DON’T DO THAT. YOU MIGHT DO IT LATER, WAY AF AFTER, BUT AT THAT MOMENT YOU ARE TROYING TO FOCUS ON THEM. TRYING TO CHANGE THEIR BEHAVIOR. SO WHY YOU FEEL YOU FEEL IS NOT RELEVANT. IF YOU SAY THAT AND GO TO THE NEXT STEP, IT’S ONE LONG RUN-ON SENTENCE OR KIND OF TWO SENTENCES. YOU WANT TO GET THE WHOLE THING OUT. SO, IF YOU PRACTICE BY WRITING IT OUT FIRST, EVEN IF YOU DON’T MEMORIZE EVERY WORD, I WANT TO REMEMBER THE KEY THINGS. START WITH “YOU,” THEN “I FEEL” THEN, WHAT THE OPTIONS ARE AND, WHAT THE POSITIVE OUTCOME IS FOR THEM. FUL THEN, I REALLY ENCOURAGE YOU TO PRACTICE IT WITH SOMEONE WHO IS NOT THE ACTUAL OFFENDER. YOU KNOW. PRACTICE IT WITH SOMEBODY ELSE SO THAT YOU GET A SENSE OF WHAT IT FEELS LIKE. THE TECHNIQUE IS SO SIMPLE THAT PEOPLE THINK OH, I CAN JUST DO THIS WHEN I NEED TO GIVE FEEDBACK THE NEXT TIME. IT REALLY DOESN’T WORK THAT WAY. TO ANSWER YOUR QUESTION SPECIFICALLY, FOR ANY PARTICULAR INSTANCE, AFTER YOU WRITE IT DOWN AND YOU GET THAT PART CLEAR, PRACTICING IT ONCE OR TWICE, YOU SHOULD BE ABLE TO DO IT IN 45 SECONDS.>>THANK YOU. THAT MAKES SENSE. AND I THINK YOU KNOW, PRACTICE, WE ALWAYS, YOU KNOW, I THINK OFTENTIMES IN LIFE WE TELL OTHERS TO PRACTICE, BUT WE WANT THE QUICK AND DIRTY AND NOT TO BE ABLE TO PRACTICE, BUT I THINK IT DOES HELP IN TURNING THOSE CONVERSATIONS INTO A MEANINGFUL WAY. SO, THE OTHER THING IS, AS YOUR KEYNOTE WAS ENDING, YOU SAID UBUNTU. I WAS WHAI WAS CURIOUS. WHAT DOES UBUNTU MEAN? COULD YOU TELL US MORE?>>SURE. I STARTED GOING TO SOUTH AFRICA, FOR ABOUT TWO WEEKS AT A TIME, TWICE A YEAR. OVER THE WEEKENDS, INSTEAD OF GOING, IF YOU HAVE EVER BEEN TO SOUTH AFRICA, PEOPLE WANT TO GO TO SUN CITY, IT’S LIKE LAS VEGAS. SO I AT THE KEPT TELLING THE PEO BROUGHT ME THERE WAS WHY DO I WANT TO GO THERE? DO BLACK PEOPLE WHO LIVE IN SOUTH AFRICA, ARE THEY ALLOWED TO GO IF THEY AREN’T WORKING THERE? AND THE ANSWER WAS USUALLY — WELL, NOT EXACTLY. SO THAT WAS NOT A PLACE I WOULD GO. SO I TOLD THE PEOPLE WHO WERE BRINGING ME TO SOUTH AFRICA THAT I WANTED TO BE IMMESHED IN THE CULTURE AND JUST, THINGS WOULD HAPPEN. MIRACULOUS THINGS WOULD HAPPEN ALL THE TIME. AND ON ONE OF THOSE TRIPS I LEARNED THE PROVERB UBUNTU. IT’S A ZULU PROVERB. IT MEANS “I AM, BECAUSE WE ARE.” WE ARE, BECAUSE I AM.” AND I THOUGHT, THAT’S WHAT DIVERSITY AND INCLUSION IS. IT’S ANOTHER WAY OF LOOKING AT DIVERSITY AND INCLUSION. ULTIMATELY IT’S ABOUT ALL OF US RECOGNIZING THAT WE NEED EACH OTHER SO MY COMPANY NAME IS UBUNTU GLOBAL, SO UBUNTU GLOBAL.COM.>>THANK YOU SO MUCH. BECAUSE THIS IS A FIRESIDE CHAT, AND I’M NOT THE ONLY ONE WHO MIGHT HAVE QUESTIONS, WE WILL TAKE SOME QUESTIONS FROM THE AUDIENCE FOR LENORA. IF YOU HAVE A QUESTION PLEASE RAISE YOUR HAND AND THERE’S A COUPLE OF MICROPHONES.>>AND I THINK THEY MAY STILL BE UP HERE SO WE NEED TO GET THEM OUT.>>AND I BELIEVE MIKE HAS ONE IN THE BACK, AS WELL. THEY ARE BOTH UP HERE? OK. I’M WRONG. AND SO, IF YOU WOULD LIKE — IF YOU HAVE A QUESTION, FEEL FREE TO THROW IT OUT. SPECIFICALLY AROUND THIS WORKAROUND LEADING AND LEADERSHIP, I THINK THE WORKAROUND DIVERSITY OF INCLUSION, WE KNOW THAT CULTURE IS SO MUCH ATTRIBUTED TO LEADERS AND SO FROM YOUR PERSPECTIVE IN ALL THE WORK YOU’VE DONE OVER THE LAST 30 YEARS, WHAT ARE A COUPLE OF TAKEAWAYS YOU WOULD WANT LEADERS TO REALLY THINK ABOUT AS THEY TRY TO LEAD OUR ORGANIZATION FORWARD?>>SO, THE PEOPLE THAT LOOK TO YOU AS THEIR LEADER, THEY THINK YOU GOT THIS. JUST BECAUSE YOU ARE A LEADER. THEY THINK OK, YOU KNOW THE WRITE ANSWERS. YOU KNOW THAT YOU DON’T — YOU KNOW THE RIGHT ANSWERS — YOU KNOW THAT YOU DON’T. ONE OF THE THING THAT I ENCOURAGE LEADERS TO DO IS TO SHOW THEIR VULNERABILITY. NOW THAT DOESN’T MEAN, YOU KNOW, TELL YOUR DEEPEST, DARKEST SECRETS. BUT, BE WILLING TO SHARE WITH THE PEOPLE AROUND YOU THAT YOU DON’T KNOW STUFF AND, ASK. SO, ASK FOR THEIR INPUT AND THEIR WISDOM. OFTENTIMES WHEN I AM SPEAKING AT A CONFERENCE, IF THE C.E.O. IS ALSO GOING TO BE PRESENTING, I WILL GO TO THAT PERSON, USUALLY A MALE, BUT NOT ALWAYS, BUT I WILL GO TO THAT PERSON AND ASK — AND USUALLY THEY WOULD BE KICKING THE CONFERENCE OFF, AND SO I WOULD SAY, SO TELL ME A LITTLE BIT ABOUT WHAT YOU ARE GOING TO SHARE WITH, YOU KNOW, WITH THE FOLKS IN THE AUDIENCE, ALL OF WHOM ARE EMPLOYEES. AND USUALLY THEY WOULD SAY — I AM GOING TO TELL THEM THE NUMBERS. ALL THE METRICS AROUND D. AND I. AND WHAT I INVITE THEM TO DO IS, YES, SHARE THE M METRICS, BUT WT THEY WANT TO KNOW IS WHY YOU THINK IT’S IMPORTANT. TO SAY YOU THINK IT’S IMPORTANT BECAUSE OUR PEOPLE ARE OUR BEST ASSET OR TO SAY IT’S IMPORTANT BECAUSE DIVERSITY IS THE RIGHT THING TO DO, IS TOO SUPERFICIAL. YOU NEED TO TELL YOUR STORY. WHEN DID THE LIGHTBULB GO ON FOR YOU? SO, AN EXAMPLE IS, AT ONE CONFERENCE, IT WAS A CELEBRATION OF THE WOMEN LEADERSHIP AND IT WAS WITH THE 500 TOP WOMEN IN THIS VERY LARGE ORGANIZATION AND TO HAVE THE C.E.O. COME TALK TO THEM WAS A REALLY BIG DEAL. SO, I DID HAVE A CHANCE TO CHAT WITH HIM AHEAD OF TIME AND HE DID HAVE ALL OF HIS SLIDES WITH ALL THE METRICS ABOUT D AND I. THEN HE SAID THE REAL REASON THIS IS IMPORTANT TO ME, AND WENT ON TO TELL HIS STORY. AND IN HIS CASE, HE TWO DAUGHTERS AND HE STARTED REALIZING THAT HE DID NOT WANT HIS DAUGHTERS TO EXPERIENCE THE INEQUITIES THAT HE SAW IN HIS COMPANY ALREADY. I MEAN THEY WERE PRETTY PROUD OF THESE 500 WOMEN THAT WERE THE TOP WOMEN IN THE ORGANIZATION, BUT THERE WAS STILL A LOT OF WORK TO BE DONE. AND SO HE WAS ABLE TO CONNECT WITH THEM, AND THIS WAS ON THE FIRST DAY OF A THREE-DAY CONFERENCE. WHEN I CIRCLED BACK TO MY CONTACTS, WELL AFTER IT WAS OVER, THEY SAID THEY TALKED — THEY SAID THEY LIKED WHAT YOU SHARED, MEANING WHAT I SHARED, BUT WE WERE ALWAYS TALKING ABOUT WHAT THE C.E.O. SHARED ABOUT HIS STORY. THAT’S WHAT WILL STICK WITH THEM. SO AS A LEADER, BE WILLING TO SHARE YOUR STORE Y WE ARE ABOUT STORIES. THAT’S HOW PEOPLE WILL CONNECT.>>YES, AND OUR BOSS, DR. BROWN, ALWAYS TALKS ABOUT WHAT IS THE STORY? WHAT IS THE MEANING BEHIND IT. THEY RESONATE AND PEOPLE REMEMBER THEM LIKE THE STORY YOU SHARED TODAY, THAT STORY WILL STICK IN MY BRAIN ABOUT HOW, HOW YOU KNOW, SOMETIMES WE HAVE THESE QUICK JUDGMENTS AND AFTERWARDS WE, AFTER WE HAVE A CONVERSATION, OUR JUDGMENTS ARE SO FAR FROM WHAT WE WOULD EVEN IMAGINE THAT PERSON WAS THINKING IN THE BACK OF THAT ROOM.>>EXACT LIE IN SOUTH AFRICA. SO THANK YOU. ANY QUESTIONS FROM THE AUDIENCE NOW?>>HELLO.>>HI.>>I JUST WANTED TO SAY THAT I REALLY APPRECIATED THAT LITTLE EXERCISE YOU DID WHERE YOU HAVE EVERYBODY KIND OF SHAKE HANDS AND WANTED TO KIND OF SHOW LIKE SOMETIMES WHAT YOU THINK IS A LACK OF PROFESSIONALISM CAN BE A CULTURAL DIFFERENCE AND, IF IT’S OK WITH YOU, I JUST WANTED TO SHARE A SHORT STORY.>>PLEASE.>>YOU KNOW, I HAD GONE TO A LEADERSHIP SCHOLARSHIP INTERVIEW AND I HAD SHOWN UP, YOU KNOW, I THOUGHT I DRESSED PROFESSIONALLY AND ABOUT A MONTH LATER I FOUND OUT — I GOT THE SCHOLARSHIP BUT I FOUND OUT THAT I NEARLY DIDN’T GET THE SCHOLARSHIP BECAUSE SOMETHING I WORE WASN’T DEEMED PROFESSIONAL ENOUGH. AND IT WAS OBVIOUSLY NOT MY INTENTION NOT TO SHOW UP PROFESSIONALLY. I THOUGHT I DRESSED UP GREAT. I THOUGHT I LOOKED GREAT, I’M GOING TO GET THIS. BUT SOMETIMES IF YOU SEE SOMEBODY AND YOU THINK OH, THEY DIDN’T — YOU KNOW YOUR FIRST IMPRESSION OF THE PERSON, YOU ARE LIKE OH, YOU DIDN’T DO THIS, THIS, THIS, BUT TO BE CONSCIOUS THAT WHAT YOU THINK IS PROFESSIONAL CAN SOMETIMES BE VERY ENGROSSED IN THE CULTURE YOU GREW UP IN AND SOMETIMES SOMEONE ELSE LIKE MYSELF WHO IS TRYING TO BE PROFESSIONAL, WE MIGHT STILL MISS IT. EVEN THOUGH WE ARE TRYING SO. I JUST WANTED TO SHARE THAT.>>THANK YOU FOR SHARING THAT. BECAUSE SO OFTEN, WE CAN’T HELP BUT JUDGE PEOPLE. WE ARE NORMAL AND SO WE SEE PEOPLE AND WE START MAKING UP A STORY ABOUT THEM. AND, WE WILL JUMP TO CONCLUSIONS BASED ON WHAT OUR OWN BIASES ARE. JUST AS YOU SAID. AND, WHAT I — WHAT I TRY TO REMEMBER AND THEN WHAT I SHARE WITH OTHER PEOPLE ESPECIALLY INTERVIEWERS, IS MAYBE THAT PERSON DIDN’T HAVE A MENTOR. TO TELL THEM HOW THEY NEEDED TO DRESS FOR AN INTERVIEW. OR MAYBE THE PERSON GOT HIRED AND NOW ESPECIALLY FOR WOMEN, NOW THEY ARE WEARING SOMETHING TO WORK THAT YOU THINK OH, MY GOSH I CAN’T BELIEVE SHE’S WEARING THAT. AND, WHAT OUR TENDENCY IS IS TO GO TALK TO OUR BUDDY ABOUT THAT PERSON INSTEAD OF GIVING THAT PERSON SOME FEEDBACK. IN A KIND, GENTLE WAY WHERE THEY WILL HEAR IT. AFTER YOU GIVE THE FEEDBACK AND YOU TRY TO HELP THAT PERSON, NOW IF THEY CONTINUE TO DRESS IN A WAY THAT IS NOT GOING TO HELP THEIR CAREER, YOU KNOW, THEN THAT MIGHT BE ON THEM. BUT OUR FIRST IMPRESSION MAY OFTENTIMES NOT BE THE RIGHT ONE. AND I’M GOING TO PLUG A COLLEAGUE OF MINE. HER NAME IS JESSICA PETTIT. AND SHE WROTE A BOOK CALLED “GOOD ENOUGH NOW.” AND, WHEN SHE SPEAKS, AND SHE PRIMARILY IS A KEYNOTE, A PROFESSIONAL SPEAKER AROUND LGBTQ PLUS ISSUES. AND, WHAT SHE SAYS TO HER AUDIENCES IS THIS. YOU ARE GOING TO MAKE UP A STORY, ANYWAY. DON’T BEAT YOURSELF UP ABOUT THE STORY THAT YOU MAKE UP. BUT TRIPLE SPACE AND USE WIDE MARGINS. ISN’T THAT TERRIFIC? SO YOU CAN FILL IN SOME OF THE FACTS. I ALWAYS WANT TO GIVE HER CREDIT. I DIDN’T CREATE THAT.>>ALL RIGHT. LOOKS LIKE WE GOT SOME OTHER HANDS RIGHT HERE.>>I WANT TO CONTINUE, YOU SAID IF THEY CONTINUE TO DRESS IN A WAY THAT MAY NOT BE BENEFICIAL TO THEIR CAREER, THEN THAT’S ON THEM. SO, I WILL ADD A QUESTION TO THAT. RIGHT? SO I HAVE STUDENTS OFTEN THAT ARE GOING ON INTERVIEWING AND THE VERY SPECIFIC EXAMPLE I WILL GIVE IS PEOPLE OF COLOR AND THEIR HAIR. THERE ARE CERTAIN HAIR STYLES THAT ARE DEEMED AS UNPROFESSIONAL AND THAT IS SOMETHING THAT CERTAIN PEOPLE MAY DISAGREE THAT IT’S UNPROFESSIONAL, HOWEVER, IF YOU UNDERSTAND THAT THE PREVAILING SENTIMENT OF THE INSTITUTION IN WHICH THIS INDIVIDUAL IS INTERVIEWING IS THAT THAT HAIR STYLE IS UNPROFESSIONAL, HOW DO YOU COUNSEL THE STUDENT THAT IS DECIDING WHETHER SOMETHING THAT THEY SEE AS PART OF THEIR BEING OR THEIR, YOU KNOW, THEIR CULTURE, WHICH DOESN’T LOOK UNPROFESSIONAL TO THEM OR ANYONE ELSE IN THEIR CIRCLE, IS SEEN AS UNPROFESSIONAL IN THIS SETTING, HOW DO YOU RECONCILE THAT?>>THANK YOU FOR ASKING THAT QUESTION AND FOR CATCHING ME. AS SOON AS I WAS SAYING THAT’S ON THEM, IT’S — THAT’S NOT EXACTLY WHAT I MEANT. SO TWO THINGS, ONE OF WHICH WILL BE A STORY. BUT THE IMMEDIATE ANSWER IS, AND, SOMEONE EARLIER ASKED ME IF I SPEAK TO KIDS, AND I’M NOT A YOUTH SPEAKER BUT I DO LIKE SPEAKING TO OLDER TEENAGERS AND YOUNG ADULTS. AND WHAT I SAY TO THEM IS THIS. IF YOU ARE NOT THE PERSON IN CHARGE OF THE RULES, YOU NEED TO KNOW WHAT THE RULES ARE. NOW, THAT DOESN’T MEAN YOU HAVE TO FOLLOW ALL THE RULES BUT, IF YOU ARE GOING TO BREAK A RULE, BREAK IT INTENTIONALLY AND HAVE SOME UNDERSTANDING WHAT THE CONSEQUENCES ARE. SO, AN EXAMPLE, FIRST, THE PERSONAL EXAMPLE. I WEAR SEVERAL BANGLE BRACELETS AND I NEVER TAKE THEM OFF. MUCH TO THE CHAGRIN OF AIRPORT SECURITY. SO I’VE BEEN PATTED DOWN IN ALL THE WAYS THAT THEY WOULD PAT YOU DOWN, YOU KNOW, THANK GOODNESS FOR THE REAL BIG MACHINES NOW AND ALL I HAVE TO DO IS PUT MY HANDS UP. NOW I HAVE PINS IN MY FEET, SO I’LL SAY YEAH, I ALWAYS NEED THIS BIG MACHINE. BUT IN ANY CASE, I’VE WORN THEM, I STARTED WEARING THEM WHEN I WAS 16. MY GRANDPARENTS RAISED ME IN THE EARLY YEARS OF MY LIFE. SO MY GRANDMOTHER STARTED GOING ON CRUISES AND SHE ASKED ME WHAT I WANTED AS A GIFT. I WAS FROM NORTH JERSEY. FROM NEWARK, NEW JERSEY. SO, MY GIRLFRIENDS, MANY OF WHOM WERE FROM CARIBBEAN ISLANDS OR THEIR PARENTS WERE, THEY ALL HAD BANGLE BRACELETS AND I DIDN’T. SO I ASKED MY GRANDMOTHER TO BRING ME BANGLE BRACELETS. SHE WENT ON SEVERAL CRUISES AND THEY STOP AT SEVERAL ISLANDS. EVERY TIME SHE STOPPED AT A NEW ISLAND SHE WOULD BUY ME ANOTHER PAIR. SHE’S NO LONGER WITH ME PHYSICALLY. THIS IS HOW I STAY CONNECTED TO HER SPIRIT BY NOT TAKING THEM OFF. NOW FAST FORWARD, I HAD BEEN WORKING AT GENERAL MOTORS FOR ABOUT SIX MONTHS. MY JOB WAS TO FLY ALL OVER NORTH AMERICA AND RUN THESE MANAGEMENT WORKSHOPS ALONG WITH A PARTNER. THIS WAS IN THE ’70s. SO YOU KNOW IT HAD TO BE A WHITE MALE PARTNER. THEY WEREN’T GOING TO SEND OUT TWO FEMALES WAY BACK THEN. AND, APPARENTLY I WAS DOING PRETTY WELL SO MY BOSS,ORERY — JERRY, CALLED ME IN HIS OFFICE ONE DAY AND SAID YOUR REVIEWS ARE TERRIFIC, YOU ARE DOING SUCH A GREAT JOB. HE SAID, YOU KNOW YOU’VE GOT POTENTIAL WITH THIS COMPANY. HE SAID BUT THERE’S ONE THING, NOW JERRY’S THE KIND OF SUPERVISOR THAT DIDN’T GET TO KNOW THE PEOPLE HE SUPERVISED VERY WELL, VERY MUCH. HE HAD NEVER ASKED ME ABOUT MY BRACELETS. AND SO, HE SAID THERE’S JUST THIS ONE THING. NOW, WHEN I WAS WORKING THE A MICHIGAN BACK IN THE ’70s, NOW BY THE WAY I’M NOT OLD, I’M JUST SEASONED. WHEN I WAS WORKING AT MICHIGAN, I HAD A MASSIVE AFRO. AND I FINALLY FIGURED OUT BEFORE I ACCEPTED THE JOB AT MICHIGAN, THAT THERE WAS NOBODY WALKING AROUND WITH HAIR LIKE MINE. SO, I STRAIGHTENED IT. FOR ME IT WAS JUST A HAIR STYLE. IT WAS NOT A STATEMENT. IT WAS JUST A HAIRSTYLE. SO WHEN HE’S LEADING UP TO THIS THING THAT I KNEW WAS GOING TO BE NEGATIVE, I THOUGHT, WELL I ALREADY STRAIGHTENED MY HAIR. WHAT COULD IT BE? AND HE SAID, YOU KNOW, WE ARE A CONSERVATIVE COMPANY. NOW I KNOW YOU DON’T THINK OF AUTOMOTIVE COMPANIES AS CONSERVATIVE, BUT THEY ARE. AND HE SAID WE ARE A CONSERVATIVE COMPANY AND IF YOU WANT TO GO FURTHER IN THIS ORGANIZATION, YOU PROBABLY JUST, PROBABLY SHOULDN’T WEAR ALL THOSE BRACELETS. NOW MY GRANDMOTHER WAS STILL ALIVE BACK THEN. BUT SHE WAS DEFINITELY CHANNELING ME, BECAUSE WHAT I SAID AS IT WAS COMING OUT OF MY MOUTH I THOUGHT — I AM MAKING A CAREER DECISION. RIGHT NOW. BECAUSE WHAT I SAID TO HIM WAS — JERRY, IF I AM HELD BACK FROM PROMOTIONS BECAUSE OF THESE BANGLES, I AM PROBABLY NOT WORKING IN THE RIGHT PLACE. I WAS STUNNED AS IT CAME OUT OF MY MOUTH. HE WAS DEFINITELY STUNNED THAT I HAD THE NERVE TO SAY THAT. AND WHAT ULTIMATELY HAPPENED, THOUGH, BECAUSE HE STARTED TELLING OTHER PEOPLE THAT I ANSWERED HIS QUESTION — I RESPONDED THAT WAY — IS THAT I GOT MORE RESPECT FROM PEOPLE BECAUSE OF THAT ANSWER. SO, KNOW THE RULES SO THAT WHEN YOU BREAK THEM, YOU ARE BREAKING THEM INTENTIONALLY. NOW, SPECIFICALLY ABOUT HAIR, IT WAS WORKING WITH A, A TOP-LEVEL HOTEL CHAIN. I’LL PUT IT THAT WAY. AND I WAS WORKING AT ALL OF THEIR LOCATIONS IN THE U.S. AND THE CARIBBEAN. SO THEY HAD A NEW PROPERTY OPENING ON ST. THOMAS. AND FOR HOTELS, IT IS CRITICAL THAT THEY OPEN ON THE DAY THEY SAID THEY ARE GOING TO OPEN. AND THEY MAKE A BIG DEAL OF IT AND IT’S A LOT OF MEDIA COVERAGE AND ALL THAT KIND OF THING. AND SO, I WENT DOWN TWO WEEKS BEFORE THEY WERE SUPPOSED TO OPEN AND THE GENERAL MANAGER WAS IN A PANIC AND SHE SAID, WE HAVEN’T HIRED ALL OF THE STAFF THAT WE NEED. AND I SAID WHY IS THAT? SHE SAID BECAUSE WE HAVE THIS RULE, SHE SAID I FOUND PLENTY OF QUALIFIED PEOPLE, BUT I COULDN’T HIRE THEM BECAUSE WE HAVE THIS RULE THAT THE EMPLOYEES’ HAIR HAS TO BE NEAT AND CLEAN. AND I SAID OK, KEEP TALKING. SHE SAID WELL, YOU KNOW, A LOT OF THE REALLY QUALIFIED PEOPLE HAVE LOCKS. AND SO, OH, AND THE OTHER RULE WAS YOU COULDN’T WEAR BRAIDS. AND THIS WAS POLICY, WRITTEN. AND SHE SAID — WE AREN’T GOING TO BE ABLE TO OPEN. WELL, WHEN I CAME BACK TO THE STATES, I WAS CALLED TO TALK TO THE EXECUTIVES AT THEIR HEADQUARTERS. AND, I HAVE COME TO KNOW YOU JUST DON’T TELL PEOPLE THING SOMETIMES, BECAUSE THEY AREN’T GOING TO HEAR IT. SO I JUST ASKED SEVERAL QUESTIONS, HELP ME KNOW WHY YOU HAVE THIS ROLL AROUND HAIR. WELL, BECAUSE OUR CLIENTELE WOULD BE OFFENDED IF PEOPLE DON’T LOOK NEAT AND CLEAN. AND I SAID WELL HELP ME UNDERSTAND WHY BRAIDS AND DREADS OR DREADLOCKS, MIGHT BE OFFENSIVE. WELL, OUR CLIENTS WOULD BE UNCOMFORTABLE. I SAID WELL HAVE YOU ASKED ANY OF YOUR CLIENTS? NO. AND I SAID, DO YOUR CLIENTS CHOOSE TO GO TO ST. THOMAS AND THEN CHOOSE TO HAVE THEIR EVENT AT YOUR FACILITY? OR, DO THEY DO IT THE OTHER WAY AROUND? AND THEY SAID WELL WE THINK THEY WANT TO GO TO ST. THOMAS. I SAID WELL DO YOU THINK IF THEY ARE WALKING OUT AND ABOUT OFF PROPERTY THAT THEY WOULD SEE PEOPLE — YOU SEE WHERE I’M GOING WITH THIS. RIGHT? SO IT TOOK ME A WHILE TO GET THEM TO SEE, NUMBER ONE, THEIR RULE WAS ONLY IMPACTING A CERTAIN GROUP OF PEOPLE AND THAT THAT RULE DIDN’T MAKE SENSE, IT REALLY REFLECTED ON THEIR LACK OF KNOWLEDGE. SO, THEY CHANGED THE RULE SOMEWHAT. WHEN I WENT BACK TO THE PROPERTY ON ST. THOMAS, I SAW, THEY DID OPEN ON TIME. HOWEVER, I DIDN’T SEE ANY PEOPLE WITH OTHER THAN STRAIGHT HAIR IN ANY POSITION THAT THE GUESTS WOULD SEE. THEN, I WENT BACK SIX MONTHS LATER, BECAUSE EVERYBODY IN THE WHOLE PROPERTY WAS GOING THROUGH THIS WORKSHOP THAT I HAD. SO I WENT BACK SIX MONTHS LATER AND AS I CHECKED IN, ARE THE FRONT DESK CLERK HAD BEAUTIFUL LOCKS. SO, THEY EV EEVENTUALLY CHANGEDD THE POLICY GOT CHANGED. MY POINT IN THOSE STORIES IS SOME OF IT IS ABOUT THE INDIVIDUAL AND SOME OF IT IS ABOUT THE ORGANIZATION YOU TALKED ABOUT EARLIER. IT HAS TO GO IN BOTH DIRECTIONS. IN TODAY’S ENVIRONMENT WHERE THERE ARE PEOPLE THAT MIGHT HAVE TATTOOS AND PIERCINGS IN PLACES THAT SOME OTHER FOLKS, OLDER GENERALLY, ARE UNCOMFORTABLE WITH, WE NEED TO RECOGNIZE THAT THAT, ME BEING A BABY BOOMER, SO THAT MAY BE OUR VALUES AS A BABY BOOMER BUT DOES THAT HAVE ANYTHING TO DO WITH THE JOB THEYER REQUIRED TO DELIVER? YOU HAVE TO BE WILLING TO ASK THOSE QUESTIONS.>>THANK YOU SO MUCH. I SEE WE HAVE A FEW HANDS IN THE BACK. SO –>>SO I JUST WANT TO SPEAK, OR ASK YOU TO SPEAK ON, YOU SAY AS LEADERS WE ARE LOOKED AT AS HAVING ALL THE ANSWERS, BUT WE DON’T, AND WE TALK ABOUT GIVING THIS FEEDBACK IT OUR EMPLOYEES. BUT I AM WONDERING IF YOU CAN SPEAK TO RECEIVING THAT FEEDBACK AND, AS LEADERS, BEING ABLE TO RECEIVE THE SAME FEEDBACK THAT WE ARE GIVING.>>YES, SO WHAT YOU ARE SAYING IS IF SOMEONE USES THE STOP TECHNIQUE ON YOU? WITH YOU?>>STOP TECHNIQUE AND ALL OF IT. WE ARE REALLY QUICK TO BE ABLE TO GIVE FEEDBACK TO OTHERS.>>SO FIRST OF ALL, WE HAVE TO, AND I SAY “WE” I’M IN THIS, TOO, WE HAVE TO GET OVER OURSELVES BECAUSE WE REALLY DON’T KNOW EVERYTHING. AND, OUR TEAMS WILL KNOW MORE — ABOUT EACH OTHER AND THEY SHARE. NOW AGAIN THEY DON’T HAVE TO BARE THEIR SOULS BUT THE MORE WE KNOW ABOUT INDIVIDUALS, THE LESS LIKELY WE ARE GOING TO HAVE STEREOTYPES OR BIASES ABOUT PEOPLE IN THAT GROUP. BECAUSE NOW WE KNOW INDIVIDUALS. SO, AS LEADERS, WHEN PEOPLE ARE BRINGING FEEDBACK TO YOU, FEEDBACK IS A GIFT. PATIENT COMPLAINTS ARE A GIFT. BECAUSE YOU WON’T KNOW HOW TO MAKE THINGS BETTER IF THEY DON’T BRING THAT TO YOU. NOW SOMETIMES THEY MAY NOT BRING IT TO YOU THE WAY YOU WANT TO HEAR IT. BUT, GIVE THE PERSON THE BENEFIT OF THE DOUBT. MOST PEOPLE ARE WELL INTENTIONED AND BASED ON HOWEVER THEIR BIASES GOT FORMULATED IN THEIR HEAD FROM ALL THE WAYS WE HAVE BEEN BOMBARDED IT MAY NOT COME OUT EXACTLY RIGHT. BUT, BE WILLING TO AT LEAST HEAR IT AND SAY THANK YOU FOR THAT FEEDBACK. AND THEN YOU HAVE TO PROCESS IT, DEPENDING ON WHAT IT IS.>>THANKS SO MUCH FOR THAT. WE HAD I THOUGHT THERE WAS ANOTHER, YES, I WAS LIKE I THOUGHT THERE WAS ANOTHER HAND BACK THERE.>>WHERE? OH, THERE.>>HI. GOOD AFTERNOON. COULD YOU TALK ON THE IDENTITY OF BEING AN ALLY AS WELL AND THE IMPORTANCE OF THAT IN THIS JUST ON AN INDIVIDUAL AND ALSO IN DRIVING THAT CHANGE WITHIN OUR CULTURE?>>MM-HMM. COUPLE OF THINGS. BECAUSE MY COLLAR IS SO BIG, NORMALLY WHEN I SPEAK I WEAR A LITTLE SAFETY PIN, BUT IT WAS GOING TO BE WAY TOO MUCH DISTRACTION WITH THAT AND THE COLLAR. AND SO ONE OF THE WAYS THAT I NONVERBALLY SHOW THAT I AM AN ALLY IS TO WEAR A SAFETY PIN AND FOR THOSE OF YOU WHO MIGHT NOT KNOW THE STORY BEHIND IT, IT STARTED STARTED — MANY, MANY Y. IT DOESN’T HAVE TO BE FANCY BUT KIND OF BIG SO PEOPLE CAN SEE IT. IT STARTED OUT OVER A FEW YEARS AGO OF BEING A WAY TO SAY YOU ARE AN ALLY TO THE LGBTQ PLUS COMMUNITY. NOW, IT’S BECOME A WAY OF SAYING ANYONE WHO FEELS DISENFRANCHISED OR EXCLUDED OR NEEDS SOMEONE TO TALK TO AND THEY DON’T KNOW WHO THAT PERSON MIGHT BE, IF THEY ARE THE ONLY ONE OF WHATEVER IT IS, WEARING A SAFETY PIN IS A WAY TO COMMUNICATE THAT. SO ORGANIZATIONALLY, YOU COULD DO THAT TO GIVE SIGNALS TO EACH OTHER. THE OTHER PIECE OF BEING AN ALLY IS TO LEARN NOT TO JUST SAY I’M INCLUSIVE AND I WANT TO HEAR STORIES AND I WANT TO BE SUPPORTIVE, BUT YOU REALLY NEED TO PUT YOURSELF IN THE CIRCUMSTANCE OF BEING THE ONE THAT IS THE OTHER. SO, I SAW THAT YOU HAVE SEVERAL RESOURCE GROUPS AND I ENCOURAGE YOU TO GO TO RESOURCE GROUPS MEETINGS WHERE YOU ARE NOT A PART OF THAT GROUP. SO, GUYS SHOULD GO TO WOMEN’S RESOURCE GROUPS. NOW DON’T OVERTAKE IT, YOU KNOW, BUT BE THE ONE WHO IS DIFFERENT. WHAT I AM FINDING, JUST OVER THE LAST COUPLE OF YEARS, MANY OF THE ORGANIZATIONS WHERE I HAVE SPOKEN WHEN IT’S A CONFERENCE CELEBRATING DIVERSITY AND INCLUSION, THEY INTENTIONALLY WILL INVITE, FOR WOMEN’S GROUPS IN PARTICULAR, THEY WILL INTENTIONALLY INVITE MEN TO COME TO THAT CONFERENCE WITH ONE ORGANIZATION, IT WAS BOEING. THEY HAVE A WOMEN’S CONFERENCE EVERY YEAR AND LAST YEAR WHEN I SPOKE WITH THEM, THEY HAD A GOAL OF HAVING 10% OF THE PARTICIPANTS TO BE MALE. ‘ THEY ENDED UP HAVING 15%. NOW THEY DON’T WANT TO HAVE A LOT MORE THAN THAT, BUT THE MEN CONSTANTLY WERE SAYING THROUGH THE WORKSHOPS AND THE PLENARY SESSIONS OH, MY GOSH I HAD NO IDEA. THOSE MEN ARE LIVING DIFFERENT LIVES. WE TEND TO THINK THAT THE GROUP THAT IS OPPRESSED, THEY ARE THE ONES THAT ARE SUPPOSED TO SOLVE THE PROBLEM. NOT SO. IT’S ALL OF US. SO, WHEN IN OUR COUNTRY WE SAY WELL, YOU KNOW, THIS RACISM THING, WELL BLACK FOLKS NEED TO GET IT TOGETHER, IT’S NOT A BLACK PROBLEM. IT’SEVERYBODY’S ISSUE WIND NEED TO STOP JUST GOING TO THE PEOPLE WHO ARE IN THE GROUP ASKING THEM WELL HOW DO WE SOLVE IT? IT HAS TO BE ALL OF US WITH ALL OF THOSE DIFFERENT PERSPECTIVES. SO, BE WILLING TO BE UNCOMFORTABLE. OVER HERE.>>YOU HAD MENTIONED EARLIER IN YOUR PRESENTATION THE BROWN BAG I THINK EXPERIMENT AND SAID YOU WOULD GET BACK TO THAT. I WAS JUST WONDERING IF YOU COULD.>>THANK YOU SO MUCH. I KNOW A LOT OF PEOPLE DON’T KNOW THAT STORY BECAUSE SO MUCH TIME HAS PASSED. SO, DURING THE JIM CROW ERA IN OUR COUNTRY, WHERE SUPPOSEDLY PEOPLE WERE NOW EQUAL, IF A BLACK PERSON APPLIED FOR A JOB AND WERE QUALIFYEDFOR THAT JOB, THE LAST STEP IN THE PROCESS WOULD BE FOR THE INTERVIEWER TO TAKE OUT A SUPERMARKET BAG, A GROCERY BAG, BECAUSE BACK THEN THEY WERE ALL PAPER. SO THEY WOULD TAKE OUT A GROCERY BAG AND HOLD IT NEXT TO THEIR SKIN. IF THAT AFRICAN AMERICAN PERSON WAS DARKER THAN THE BAG, THEY DIDN’T GET HIRED. AND IT WAS TOTALLY OK. AND IT WAS PERVASIVE, CONSTANTLY. SO, WHEN, AS YOU KNOW, WITH UNCONSCIOUS BIAS, OUR MESSAGES COME TO US IN ALL KINDS OF WAYS AND WE DON’T EVEN KNOW WHAT’S GOING INTO OUR HEAD SO YOU FAST FORWARD TO 2019, THAT PARTICULAR BIAS IS NOWHERE NEAR AS STRONG AS IT WAS YEARS AGO BUT IT DOES STILL EXIST AND IT VERI’ EXISTS AROUND THE REST OF THE COUNTRY. BUT LITERALLY IT’S CALLED THE BROWN BAG TEST. THANK YOU FOR ASKING THE QUESTION.>>THANKS, STEVE.>>THAT WAS HER QUESTION.>>ALL RIGHT. WE GOT ONE OVER HERE. I CAN PROBABLY TAKE ABOUT TWO OR THREE MORE QUESTIONS.>>HI. SO WE HAVE A BRAND-NEW D.E.I. TEAM IN OUR DEPARTMENT. WE ARE STARTING FROM SCRATCH, A GROUP RARING TO GO AND GET GOING. DO YOU HAVE ANY GETTING OFF THE GROUND AND STARTING TIPS THAT CLARISSA AND HER WONDERFUL TEAM HAVEN’T GIVEN US.>>PART OF IT YOU ARE PROBABLY ALREADY DOING, I AM VERY IMPRESSED WITH THE TRAININGS THAT YOU ARE DOING AT THE SCHOOL OF MEDICINE. THE LEARNING NEVER STOPS, THOUGH. I WOULD ENCOURAGE YOUR TEAM TO BE ACCOUNTABILITY PARTNERS TO EACH OTHER, TO HELP EACH OTHER CONTINUE TO LEARN. BECAUSE NOW YOUR WORK GROUP, THEY ARE GOING TO THINK YOU HAVE THE ANSWERS. AND YOU ARE STILL LEARNING. SO, ONE IS TO DO SOME THINGS TO REALLY HELP YOUR TEAM, YOUR GROUP, TRULY BECOME A TEAM. BECAUSE WHEN YOU PUT PEOPLE TOGETHER, THEY ARE A GROUP. ‘ THEY ARE NOT A TEAM UNTIL THEY REALLY BEGIN TO KNOW EACH OTHER AND UNDERSTAND EACH OTHER AT A DEEPER LEVEL. AND RESPECT DIFFERENT PERSPECTIVES SO YOU CAN GET TO THAT DIVERSITY OF THOUGHT. AS YOU POINTED OUT EARLIER AND IT WAS MEN MENTIONED THIS MORNIS WELL, AROUND TIME, THERE IS NEVER ENOUGH TIME. SO YOU HAVE TO MAKE THE TIME. AND, MAKE THE TIME TO GET QUIET AND TO HEAR AND, WHEN PEOPLE COME TO YOU AND YOU DON’T KNOW THE ANSWER, BE WILLING TO SAY I DON’T KNOW THE ANSWER TO THAT ONE. BUT I’M GOING TO DO MY BEST TO FIND OUT AND GET BACK TO YOU. BECAUSE YOU WILL GET A LOT OF THAT ESPECIALLY WHEN YOU ARE FIRST STARTING.>>ALL RIGHT. ANY OTHER QUESTIONS?>>I HAVE ONE MORE IF YOU AREN’T –>>ALL RIGHT, ONE MORE.>>I PAUSED HOPEFULLY LONG ENOUGH I DON’T WANT TO — WHAT ABOUT THE OPPOSITE END OF THE SPECTRUM? YOU ADDRESSED THAT THIS IS A GOOD GROUP, THE PEOPLE, WE ARE ALL THINKING ABOUT THIS, BUT HOW DO YOU START THE CONVERSATION WITH THE LATE-TO-THE PARTY TEAM?>>GIVE ME AN EXAMPLE OF WHAT MIGHT COME UP.>>WHY DO I NEED TO SEND SOMEONE? WE ARE ALREADY, YOU KNOW, IT SEEMS LIKE WE ARE DOING FINE.>>SO, GET GOOD AT ASKING QUESTIONS. BECAUSE, THEY ARE ESSENTIALLY SAYING I DON’T NEED THIS. RIGHT? AND SO, IF THEY THINK THEY ARE DOING FINE, THEN RESPOND IN YOUR OWN WORDS, BUT ESSENTIALLY WITH RESPOND WITH, HELP ME UNDERSTAND WHY YOU THINK THAT. TELL ME SOME EXAMPLES OF WHERE WE ARE DOING WELL. MIGHT THERE BE SOME PLACES WE COULD DO BETTER? SO LOOK FOR WAYS TO ASK QUESTIONS RATHER THAN TRYING TO CONVINCE THEM BASED ON WHAT YOU KNOW. AND THAT MIGHT BE ONE OF THE WAYS YOUR TEAM CAN WORK TOGETHER ON, OK, SO WHEN PEOPLE SAY THESE KIND OF THINGS, WHAT ARE SOME RESPONSES WE CAN HAVE FOR THEM?>>THAT’S A REALLY GOOD ONE. I THINK BEING ABLE TO ASK REALLY SOLID QUESTIONS IS ALWAYS REALLY, REALLY, REALLY IMPORTANT AND HELPS US MOVE ALONG. WE HAVE ONE LAST THING. IS THERE ANY OTHER QUESTIONS BEFORE I MOVE ON AND — ONE OF THE QUESTIONS THAT WE OFTEN HEAR A LOT ABOUT IN OUR ORGANIZATION IS AROUND HOW DO WE HIRE PEOPLE THAT BETTER REFLECT THE COMMUNITIES IN SOUTHEASTERN MICHIGAN? AND HOW DO WE DO THAT IN A WAY THAT DOESN’T MAKE PEOPLE FEEL LIKE THEY ARE JUST BEING TOKENNIZED OR JUST BEING, YOU KNOW, ASKED TO BE A PART OF THE PROCESS BECAUSE OF WHO THEY ARE AS A PART OF A COMMUNITY. AND SO I WAS CURIOUS IF YOU HAD ANY THOUGHTS OR IDEAS ABOUT THAT.>>OF COURSE. JUST KNOW THAT THERE WILL ALWAYS BE SOME PEOPLE WHO FEEL YOU GOT YOUR JOB BECAUSE OF YOU’RE A WOMAN OR WHATEVER THE DIFFERENCE IS. THERE WILL ALWAYS BE FOLKS WHO BELIEVE THAT. HOWEVER, ONE OF THE THINGS YOU CAN DO IN THE RECRUITING PROCESS, AND IT WAS TOUCHED ON THIS MORNING, IS YOU MUST BROADEN, IF YOU WANT DIFFERENT PEOPLE, YOU NEED TO LOOK IN DIFFERENT PLACES. AND, SO, BROADEN THE SPECTRUM OF PLACES WHERE YOU GO. AND I HAVE THIS — I WON’T CALL IT A DEBATE BUT A HEATED DISCUSSION WITH SO MANY MANY OF MY CLIENTS, BECAUSE OF SAYING WELL WE NEED THE BEST ENGINEERS OR WE NEED THE BEST WHATEVER IT IS. AND SO, WE ONLY GO TO STANFORD, WE ONLY GO TO HARVARD, WE ONLY — AND I SAID DO YOU THINK THERE ARE SMART PEOPLE OTHER PLACES? YOU KNOW, SO I GO BACK TO ASKING QUESTIONS AGAIN AND OF COURSE THEY WILL SAY YES. I SAID WELL IF YOU AREN’T FINDING THE AMOUNT OF DIVERSITY THAT YOU WANT BY ONLY GOING TO THESE FIVE PLACES, THEN PERHAPS YOU NEED TO BROADEN IT AND THERE ARE SOME SCHOOLS THAT MAY NOT BE IN YOUR MIND TOP TIER SCHOOLS THAT HAVE EXCELLENT PROGRAMS. SO, FIND OUT ABOUT THOSE PROGRAMS AND GET INVOLVED AND GET VISIBILITY AND INTERVIEW STUDENTS FROM THOSE SCHOOLS. SO THAT’S ONE THING. HOWEVER, THE OTHER THING IS IF YOU WANT DIVERSITY IN WHATEVER WAY THAT IS, KNOW THAT IN THE INTERVIEWING PROCESS THERE’S ALWAYS BIAS. SO YOU NEED TO DO A FEW THINGS. NUMBER ONE, WHEN YOU KNOW YOU ARE GOING TO INTERVIEW SOMEONE, TALK TO YOUR COLLEAGUES ABOUT SOME OF THE BIASES THAT COME UP. SO THAT IT’S FRONT AND CENTER IN YOUR BRAIN SO YOU WILL BE LESS LIKELY TO RELY ON IT. THE OTHER IS, IF YOU ARE GOING TO NARROW YOUR CANDIDATES DOWN TO 10 PEOPLE, SO I’LL JUST USE 10 AS A MODEL, AND SOMEHOW THIS JUST KEEPS WORKING EVERY TIME I WORK WITH MY CLIENTS IT WORKS. IF YOU ARE GOING TO HAVE 10 CANDIDATES THAT YOU INTERVIEW, YOU CANNOT JUST HAVE ONE PERSON WHO IS DIFFERENT, WHETHER IT’S ONE WOMAN, ONE PERSON OF COLOR, ONE GAY PERSON, ONE WHATEVER IT IS, BECAUSE WHAT HAPPENS IS ALL OF THE INTERVIEWERS ONLY SEE THE DIFFERENCE THAT’S NOT THEIR INTENSION BUT THEIR EYES GO TO THE DIFFERENCE. TWO IS NOT GOOD ENOUGH EITHER. IF YOU HAVE 10. IF YOU HAVE TWO CANDIDATES WHO ARE DIFFERENT, AND THEY CAN BE DIVERSE IN DIFFERENT WAYS BUT IF YOU ONLY HAVE TWO CANDIDATES THAT ARE DIFFERENT, THEN THE INTERVIEWERS COMPARE THEM TO EACH OTHER. THEY ARE STILL NOT COMPARING THEM TO THE COMPETENCIES YOU ARE LOOKING FOR. THE SKILLS, ABILITIES AND TALENT. SO IF YOU HAVE A GROUP OF 10, YOU HAVE TO HAVE AT LEAST THREE PEOPLE THAT ARE DIFFERENT. FOR SOME REASON IF YOU HAVE AT LECH WALESA THREE PEOPLE THAT ARE DIVERSE, THEN THE INTERVIEWERS WILL TEND TO LOOK AT EVERYBODY MORE EQUALLY. BUT, AGAIN, LASTLY I WOULD SAY, WHAT MY EXPERIENCE HAS BEEN IS VERY OFTEN PEOPLE WILL SAY WE WANT MORE DIVERSITY. BUT THEY DON’T VALUE IT THE SAME WAY THEY ARE VALUING THE OTHER COMPETENCIES. SO IF YOU SAY YOU WANT DIVERSITY, THEN DON’T MAKE IT A NICE-TO-HAVE AS YOU INTERVIEW THE CANDIDATES AND YOU’VE INTERVIEWED SOME OF YOUR BUDDIES. IF YOU WANT DIVERSITY OF THOUGHT THAT NEEDS TO CARRY WEIGHT JUST LIKE SOME OF THE OTHER SKILLS AND ABILITIES. SO WHEN YOU ARE EVALUATING ALL 10 CANDIDATES, DIVERSITY BECOMES ONE OF THE, THE DIVERSITY THEY WOULD BRING BECOMES ONE OF THE FACTORS THAT YOU WEIGH IN.>>CAN I ASK A QUESTION?>>I THINK WE GOT A MIC COMING TO YOU.>>TWO OF THEM COMING TO YOU.>>THE MIC IS NOT FOR YOU, IT’S FOR EVERYBODY ELSE.>>ALL RIGHT. OK. YEAH EVERYBODY CAN HEAR ME. SO, THE QUESTION I HAD FOR YOU, WHICH I DON’T KNOW IF THERE’S A SIMPLE ANSWER OR NOT, YOU MENTIONED DIVERSITY OF THOUGHT, WHICH IS, YOU KNOW, A REALLY IMPORTANT PART OF DIVERSITY. HOW — THERE’S THINGS WE CAN SORT OF JUDGE, AT LEAST WE THINK WE CAN AROUND DIVERSITY THAT ARE VISIBLE, EASY. BUT IF YOU ARE REALLY INTERESTED IN DIVERSITY OF THOUGHT, HOW DO WE EVALUATE FOR THAT? HOW DO WE MAKE SURE WHEN WE ARE SELECTING THESE CANDIDATES THAT THEY HAVE THAT TYPE OF DIVERSITY? IS THERE A WAY THAT WE CAN DO THAT PRIOR TO KIND OF THE INTERVIEW PROCESS?>>PRIOR TO THE INTERVIEWING PROCESS?>>WELL BECAUSE IF WE DON’T SOMEHOW KNOW WE ARE BRINGING IN A GROUP WITH DIVERSITY THOUGHT, WE MIGHT END UP WITH A WHOLE BUNCH OF PEOPLE THAT SORT OF STILL THINK THE SAME WAY.>>SO THE HOMEWORK TO BE DONE BEFORE YOU ARE BRINGING IN THE CANDIDATES IS TO REALLY LOOK AT WHERE ARE THE CANDIDATES COMING FROM? WHAT ARE THE EXPERIENCES THAT THEY MAY HAVE HAD? WHETHER YOU ARE RECRUITING FROM UNIVERSITIES OR, YOU KNOW, PEOPLE WITH EXPERIENCE ALREADY. SO, WHEN YOU LOOK AT WHAT THEIR EXPERIENCES MIGHT BE, THEN, AND AGAIN, I ENCOURAGE PEOPLE TO TALK TO EACH OTHER ABOUT WHAT THOSE EXPERIENCES MIGHT MEAN. SO, FOR EXAMPLE, AND I’LL USE A UNIVERSITY EXAMPLE, PEOPLE ASSUME THAT FOLKS THAT COME, THAT GO TO THE UNIVERSITY OF MICHIGAN OF COURSE ARE VERY SMART. NOW THAT WOULD BE A GOODBYE AS, RIGHT? AT LEAST WE WOULD ALL THINK THAT IN THIS ROOM. SO, YOU KNOW, PEOPLE THAT HAVE GRADUATED FROM UNIVERSITY OF MICHIGAN, OK, THAT’S GOING TO BE A GREAT CANDIDATE BECAUSE THEY WENT TO THIS SCHOOL, WHEN REALLY THEY MADE A GOOD DECISION TO GO TO THIS SCHOOL, WE DON’T NECESSARILY KNOW THAT THEY CAN DO WHAT IT IS WE WANT IT HIRE THEM FOR. LET’SASSUME THEY ARE BEING INTERVIEWED SOME PLACE ELSE. BUT THERE MAY BE FOLKS THAT MAY HAVE GONE TO THAT OTHER SCHOOL DOWN THE ROAD A BIT THAT MADE A GOOD DECISION TO GO THERE AND MAYBE THAT STUDENT HAPPENS TO BE SOMEBODY WHO IT TOOK THEM FIVE YEARS TO FINISH UNDERGRAD BECAUSE THEY WORKED THEIR WAY THROUGH SCHOOL. WE MIGHT BE MAKING AN ASSUMPTION, I’M JUST USING U. OF M. AS AN EXAMPLE BUT IT COULD BE HARVARD OR STANDARD, OH, THEY GOT THROUGH IN FOUR YEARS THEY MUST BE SMART. NO, THEY PROBABLY HAD SOME HELP. THEY DIDN’T HAVE TO WORRY ABOUT WORKING TO PAY THEIR BILLS AND THAT KIND OF THING. HERE’S MY POINT IS — WE TEND TO LOOK AT SOME THINGS AS NEGATIVE WHEN MAYBE THAT PERSON THAT WENT TO THE OTHER SCHOOL AND IT TOOK ‘EM FIVE YEARS, HAS A BETTER WORK ETHIC. THAT IS MORE PERSISTENT. MORE DETERMINED TO DO REALLY WELL. WE DON’T WANT TO EXCLUDE THEM BEFORE WE EVEN SEE THEM. AND THAT’S A TOUGH ONE. BECAUSE THOSE FOLKS LIKE FACULTY THAT YOU SAID ALREADY THAT THEY ARE THE SLOWEST TO CHANGE, IT’S A TOUGH ONE BECAUSE THEY WILL BE REALLY SET. WE ONLY NEED TO GO TO THESE PLACES AND, IF YOU WANT DIVERSITY, YOU CAN’T JUST KEEP GOING TO THE SAME PLACES SO YOU DO THE RESEARCH AHEAD OF TIME ON THE SOURCES WHERE YOUR CANDIDATES ARE GOING TO COME FROM, AND THEN TALK ABOUT WHAT THEY MIGHT BRING THAT OTHER CANDIDATES MAY OR MAY NOT BRING. I HOPE THAT ANSWERS IT SOMEWHAT.>>MM-HMM.>>ANY OTHER QUESTIONS? I THINK WE HAVE TIME FOR MAYBE A COUPLE MORE.>>AND THEN I WANT TO CLOSE WITH ONE COMMENT.>>AWESOME. BETH?>>ONE THING WE ALSO WANT WHEN WE ARE INTERVIEWING ARE PEOPLE WHO ARE GOING TO EMBRACE WHAT WE ARE TRYING TO DO AND, YOU KNOW, A CULTURAL SHIFT TAKES EVERYBODY. SO, ANY HINTS ON INTERVIEWING FOR PEOPLE WHO MAY NOT BE IN A MARGINALIZED GROUP BUT YOU WANT THEM TO BE ON BOARD? AND, ALSO, JUST UNDERSTANDING WE ALL HAVE OUR BIASES EVEN IF YOU ARE IN A MARGINALIZED GROUP. I’M NOT SURE I’M BEING VERY ARTICULATE BUT –>>YES, I UNDERSTAND. AND CERTAINLY WE SHOULD NOT ASSUME THAT BECAUSE A PERSON LOOKS LIKE THEY ARE IN A MARGINALIZED GROUP THAT THEY ARE GOING TO BE MORE OPEN MINDED. THAT’S A BIG MISTAKE. BIAS AND PREJUDICE COMES IN EVERY KIND OF PACKAGE. THAT’S WHERE YOU WANT TO WORK WITH EACH TORE DEVELOP QUESTIONS THAT ARE NOT EASY QUESTIONS TO ANSWER. SO, YOU WOULD BE ASKING OPEN-ENDED QUESTIONS. HELP ME, SHARE WITH ME SOME EXPERIENCES WHERE YOU WORKED WITH PEOPLE THAT ARE VERY DIFFERENT THAN YOU OR MAYBE YOU WERE ON A STUDY TEAM THAT WAS DIFFERENT THAN YOU. HOW DID YOU REACT WHEN YOU HAD TO WORK WITH SOMEBODY WHO DISAGREED WITH YOU. YOU MIGHT FIND THAT THE PERSON WHO IS LEAST DIVERSE IN THEIR THINKING IS THE MOST DIVERSE. DEPENDS ON THE QUESTIONS.>>THE FIGHT OF THE MICROPHONES.>>SO THIS QUESTION KIND OF COMES FROM A DISCUSSION WE HAD AT OUR TABLE. ‘ AND IT KIND OF STARTED OUT WITH ONE OF THE PEOPLE AT OUR TABLE IS FROM CANADA AND HE TALKED ABOUT HOW CANADA HAS LIKE A MULTI-CULTURAL I DON’T KNOW LEADER, A PERSON IN THAT POSITION. A MINISTER.>>NOT THE PRIME MINISTER BUT THE MINISTER OF MULTICULTURALISM.>>HERE IN THE U.S., WE TALK ABOUT IT BEING A MELTING POT, WHICH IS KIND OF LIKE EVERYBODY COMES AND THEY GET MELTED TOGETHER AND THEY ARE ALL SUPPOSED TO BE THE SAME. I MEAN THAT’S KIND OF WHAT THAT ANALOGY WOULD MAKE YOU THINK.>>THAT’S RIGHT.>>AND THEN IT MADE US THINK SO, WITH DIVERSITY, YOU WANT TO AWILL YOU SPACE FOR PEOPLE TO BE THEMSELVES AND YET, IN AN ORGANIZATION, YOU ALSO HAVE TO HAVE SOME STRUCTURE AND SAMENESS TO GET THINGS DONE AND SO WE WERE KIND OF LIKE — SO HOW DO YOU MAKE THAT BALANCE? HOW –>>YES. SO, I TOTALLY DISAGREE, I KNOW THAT WE DISAGREE WITH THE ANALOGY THAT WE ARE A MELTING POT. I THINK THAT IS IN MANY REGARDS THE PEOPLE WHO CAME HERE THROUGH ELLIS ISLAND. THE FOLKS THAT WERE CHECKING ‘EM IN AND CHANGING THEIR NAMES AND ALL THAT KIND OF THING. THERE WAS THIS SENSE OF MELTING POT. HOWEVER, I LIKE TO THINK OF US AS A REALLY GOOD TOSSED SALAD. SO, REALLY GOOD TOSSED SALAD MEANS THAT THE BLACK OLIVE DOESN’T HAVE TO GIVE UP BEING A BLACK OLIVE. AND, THE KALE DOESN’T HAVE TO GIVE UP BEING KALE. BUT WHEN YOU PUT ALL OF THAT TOGETHER, IT’S NUTRITIOUS AND IT TASTES GOOD. SO NOBODY HAD TO GIVE ANYTHING UP. BUT THEY DID HAVE TO RESPECT WHOEVER ELSE THEY WERE IN THE BOWL WITH. AND, YOU KNOW, VALUE AND UNDERSTAND THEM. SO I SEE IS MUCH MORE AS A TOSSED SALAD. AND, AROUND THE PIECE OF HOW DO YOU VALUE THE AUTHENTICITY WHEN YOU NEED TO HAVE SOME STRUCTURE, AGAIN, IT GOES BACK TO BEING CLEAR ABOUT WHAT YOUR STRUCTURE IS DOING. THE ONE AREA WHERE I WOULD GET PUSH-BACK, USUALLY IN A WORKSHOP BECAUSE I DON’T TOUCH ON IT THAT DIRECTLY IN KEYNOTES MOST OF THE TIME. BUT IF WE ARE DOING A WORKSHOP AND TALKING ABOUT WAYS WE ARE UNIQUELY DIFFERENT, USUALLY SOMEONE AT A BREAK WILL COME UP TO ME AND THEY WILL SAY OK, LENORA, I UNDERSTAND ALL THIS STUFF AND I RESPECT EVERYBODY, BUT I JUST DON’T UNDERSTAND THAT LGBTQ THING. YOU KNOW. USUALLY THEY DON’T SAY THE LETTERS RIGHT AND I KIND OF HAVE A SENSE OF WHERE THEIR BIASES ARE COMING FROM SO I SAID HELP ME UNDERSTAND WHAT YOU ARE SAYING. THEY WILL SAY I MEAN I-I-I, I DON’T NEED TO KNOW ANY OF THAT STUFF. YOU KNOW MANY OF THE STEREO TYPICAL THINGS PEOPLE WILL SAY. IT GOES BACK TO GETTING REALLY GOOD AT ASKING QUESTIONS. ‘MOST OFTEN MY QUESTION IS — SO TELL ME WHAT MAKE USE UNCOMFORTABLE. USUALLY THEY WILL SAY, WELL, I AM GOOD AS LONG AS THEY STAY OVER THERE. I SAID SO WHAT IS IT THAT YOU ARE –>>I DON’T WANT THEM HITTING ON ME.>>MY QUESTION IS IF YOU ARE STRAIGHT, WHAT MAKES YOU THINK A GAY PERSON IS GOING TO HIT ON YOU? I SAY IT WITH A SMILE. IF I IS A I IT IN FRONT OF THE GROUP, THAT BREAKS THE TENSION. I SAY OK, SO LET’S BACK UP NOW. SO YOU ARE SAYING YOU DON’T WANT ANYBODY AT WORK HITTING ON YOU.>>RIGHT. I DON’T WANT THAT TO HAPPEN.>>OK. SO, YOU HAVE A POLICY THAT PEOPLE AREN’T SUPPOSED TO GIVE UNWANTED ADVANCES?>>YES.>>AND I SAID DO STRAIGHT PEOPLE EVER BREAK THAT RULE?>>YES. YOU ARE TRYING TO GET A LOT OF YES, SIR. THIS IS A SALES TECHNIQUE.>>YES.>>I SAID OK. THE PROBLEM, THE ISSUE IS NOT HAVING TO DO WITH THE PERSON’S SEXUAL ORIENTATION OR GENDER IDENTITY. IT HAS TO DO WITH BREAKING THE RULES AND BOTH GAY PEOPLE AND STRAIGHT PEOPLE MIGHT BREAK THE RULES AND IT’S THE RULE THAT NEEDS TO BE FOLLOWED. IT DOESN’T HAVE ANYTHING TO DO WITH BEING GAY. NOW THAT IS AN EXAMPLE I WOULD USE IN THE WORKPLACE BECAUSE THE OTHER THING THAT PEOPLE WILL SAY IS MY RELIGION TELLS ME THAT — AND THEY GO INTO A WHOLE RELIGIOUS THING. I’M NOT QUESTIONING YOUR BELIEFS ONE WAY OR THE OTHER BUT IN THE WORKPLACE WE NEED SOME STRUCTURE, WE NEED TO HAVE SOME CODE OF CONDUCT ON HOW PEOPLE INTER ACT WITH EACH OTHER AND, WHEN PEOPLE AREN’T FOLLOWING THAT CODE OF CONDUCT, THEN THAT’S WHAT THE ISSUE IS. IT DOESN’T HAVE ANYTHING TO DO WITH THEIR SEXUAL ORIENTATION OR THEIR GENDER IDENTITY. SO, IT’S BACK TO THIS MORNING OFTENTIMES IT CAME BACK TO WHAT IS THE STRUCTURE THAT WE HAVE IN PLACE THAT INHIBITS PEOPLE FROM BEING WHO THEY FULLY ARE OR, YOU KNOW, OR IT ONLY ADVANCES CERTAIN PEOPLE.>>THANK YOU SO MUCH FOR ALL OF YOUR AMAZING QUESTIONS. WE ARE GOING TO GO AHEAD AND I KNOW LENORA YOU SAID YOU HAD A FEW COMMENTS THAT YOU WANTED TO LEAVE US WITH. WE JUST ENJOYED YOU SO MUCH. I WANTED TO SAY THAT.>>THANK YOU VERY MUCH. I JUST WANTED TO LEAVE YOU WITH THIS QUOTE, MY MOST FAVORITE QUOTAS IT RELATES TO THIS WORK IN PARTICULAR, AS IT RELATES TO TALKING TO LEADERS AND IT’S ONE OF THE QUOTES FROM MAYA ANGELO. MANY OF YOU HAVE LEARNED IT. I HAVE LEARNED THAT THEY WILL FORGET WHAT I SAID, THEY WILL FORGET WHAT I DID. BUT THEY WILL NEVER FORGET HOW I MADE THEM FEEL. AND I THINK AS LEADERS AND AS DIVERSITY AND INCLUSION AND EQUITY ALLIES, IF WE CAN REMEMBER THAT OUR GOAL IS TO HELP THE PEOPLE THAT WE ARE INTERACTING WITH TO FEEL GOOD WHEN WE ARE IN THEIR PRESENCE AND WHEN THEY LEAVE, ULTIMATELY THAT’S AN INCLUSIVE ENVIRONMENT. THANK YOU VERY MUCH.>>THANK YOU SO MUCH. [APPLAUSE]>>THANK YOU VERY MUCH. AND, THAT IS KIND OF SIMILAR TO THE VISION STATEMENT THAT OHEI HAS WHERE WE ARE CREATING A WORLD WHERE EVERYONE FEELS VALUED AND CAN THRIVE. WHEN WE WORKED THROUGH THAT PROCESS, WE INITIALLY SAID THAT WE WANT EVERYONE TO BE VALUED. WE FEEL IT’S IMPORTANT THAT THEY FEEL VALUED BECAUSE THAT IS THEIR PERSONAL PERCEPTION. SO, WE’LL HAVE ONE MORE ROUND OF THE AWARDS FOR PROMOTING THE NET PROMOTER SCORE AND DOING VERY WELL AND THIS IS FOR OUR GROUP OF INDIVIDUALS WITH 500 OR MORE PEOPLE AND THIS AWARD WILL GO, WE HAVE PATTY ANDRESKY AND PHYLLIS BLACKMAN AGAIN. THIS AWARD WILL GO TO — THE DEPARTMENT OF ANEST THESEOLOGY, ONE OF THE LARGEST DEPARTMENTS AT THE DEPARTMENT OF MEDICINE. THE D.E.I. LEADS ARE MATTHEW AND BRITNEY, AND THEIR NET PROMOTER SCORE IS 15.4. SO IF SOMEONE FROM ANESTHESIA IS HERE, THEY CAN COME UP AND RECEIVE THEIR AWARD. [APPLAUSE] WE WILL BRING IT TO THEM I THINK, IF I AM IN THE O.R. IN A DAY OR TWO I’LL DROP IT OFF. SO, WE WILL CONTINUE TO GIVE OUT THESE AWARDS IN THE FUTURE. IT’S REALLY IMPORTANT THAT WE ARE ALWAYS UNDERSTANDING WHERE WE ARE AND WHAT DIRECTION WE ARE MOVING AND SO WE WILL CONTINUE WITH THE NET PROMOTER SCORE. A LOT OF THIS WORK THAT WE ARE DOING IS NOT DONE ALONE, IT’S DONE WITH ALL OF YOU AND IT’S ALSO DONE WITH A LOT OF OUR FACILITATORS AND THE RELATIONSHIPS THAT WE HAVE WITH THEM. RIGHT NOW I WANT TO INTRODUCE ANOTHER MEMBER OF THE OHEI TEAM, MICHAEL HAIRINGTON, OUR TRAINING SPECIALIST LEAD. HE WILL TALK TO YOU A LITTLE BIT MORE ABOUT OUR FACILITATORS. WELCOME MICHAEL.>>THANK YOU, DAVID. THANK YOU. HI, EVERYBODY. WHY DON’T WE TAKE A MINUTE, IF YOU FEEL LIKE STRETCHING, JUST TAKE A MINUTE AND YOU KNOW WHATEVER WORKS FOR YOU. WHY DON’T WE DO LIKE A 60-SECOND STRETCH AND THEN WHAT I WOULD LIKE TO DO IS THE FOLKS, DO WE HAVE THE LIST, THE NEXT SLIDE? THE LIST OF THE FOLKS, THE FACILITATORS? IF YOU ARE ON — IF YOU ARE PRESENT AND YOU ARE ONE OF THESE NAMES, COULD YOU COME FORWARD WHILE FOLKS ARE STRETCHING? THAT WOULD BE GREAT. THANKS.>>OK. I KNOW NOT EVERYBODY COULD BE HERE THIS AFTERNOON. ACTUALLY, SOME FOLKS ARE FACILITATING THIS AFTERNOON. THAT’S WHY THEY AREN’T HERE. BUT IT IS MY PRIVILEGE TO RECOGNIZE AND THANK THIS GROUP OF FOLKS. WHAT THEY DO — THANK YOU — [APPLAUSE] IN TERMS OF FACILITATION, THEY DO THIS ON TOP OF THEIR FULL PLATE IN TERMS OF RESPONSIBILITIES. THEY DON’T DO THIS FOR COMPENSATION. IN A MINUTE I’M GOING TO ASK YOU WHY THEY DO IT. SEE I PRIMED YOU SO YOU CAN THINK FOR A MINUTE WHILE I TALK WHY YOU DO THIS WORK. BUT THIS IS INSTRUMENTAL IN TERMS OF OUR MISSION, HELPING EVERYBODY FEEL THAT THEY BELONG, THAT THEY CAN THRIVE. THE WHOLE IDEA OF GIVING PEOPLE THE OPPORTUNITY FOR LEARNING, FOR THE OPPORTUNITY TO THINK ABOUT THEIR OWN IDENTITIES AND HOW IT AFFECTS THEIR BEHAVIOR. THE OPPORTUNITY FOR AWARENESS. THE OPPORTUNITY POTENTIALLY FOR CHANGE. AND WHAT A PRIVILEGE IT IS TO BE IN THAT SPACE TO GO UP IN FRONT OF A GROUP OF PEOPLE AND FACILITATE THAT TYPE OF LEARNING AND HOW EXCITING THAT IS. IT’S SUCH AN IMPORTANT PART OF WHAT WE DO, ALSO IN TERMS OF HELPING TO BUILD BRIDGES. YOU KNOW, IN TERMS OF RELATIONSHIPS, SO I COULD TALK ON AND ON ABOUT WHY WE DO THIS WORK BUT I WANTED TO ASK THEM WHY THEY CHOSE TO BECOME A FACILITATOR.>>HELLO. MY NAME IS REGINALD BEASLEY AND THE REASON WHY I DO THIS IS BECAUSE I WANT TO INSPIRE THE NEXT PEOPLE THAT COME IN TO TAKE THE — TO INSPIRE PEOPLE TO THINK DIFFERENT AND OUTSIDE OF THE BOX. [APPLAUSE]>>GOOD AFTERNOON, TINA JORDON. I DO THIS WORK BECAUSE I ABSOLUTELY LOVE PEOPLE AND I LOVE LEARNING AND TO HAVE THOSE TWO THINGS HAPPEN SIMULTANEOUSLY WHILE PEOPLE ARE DEVELOPING RELATIONSHIPS WITH EACH OTHER IS JUST AMAZING TO ME AND I AM LAST PROPONENT OF CONSTANT IMPROVEMENT AND WE CAN ALL GROW ALL THE TIME. [APPLAUSE]>>MY NAME IS CHRISTINA KLEIN, THE ADA COORDINATOR AT THE UNIVERSITY. SO MY TRAINING FACILITATION FOCUSES PRIMARILY ON DISABILITY AND THE REASON WHY I DO THIS IS BECAUSE I WAS HOP — HONORED TE ASKED TO BE PART OF THE DISCUSSION, HIGHLIGHTING NOT ONLY THAT DIVERSITY INCLUDES DISABILITY AND THERE’S SO MUCH DIVERSITY AMONG DISABILITY ITSELF. RAISING AWARENESS OF WHAT WE CAN DO TO CREATE AN ENVIRONMENT THAT’S MORE INCLUSIVE. I LOVE DOING THIS BECAUSE IT’S ACTUALLY MADE ME BETTER BECAUSE I AMIABLE TO SHARE MY OWN MISSTEPS HERE AND THERE, MY OWN OPPORTUNITIES TO LEARN AND REALLY WELCOMED PEOPLE TO GIVE ME FEEDBACK AND IT’S HELPED ME BROADEN MY PERSPECTIVES AS WELL. IT’S HELPED PERSONAL IMPROVEMENT.>>HELLO AGAIN. MY NAME IS STEVE VINCENT. I WORK IN FINANCE, I HAVE BEEN DOING FINANCE FOR ABOUT 15 YEARS SO FIRST OF ALL, DOING THIS WORK ALLOWS ME TO GET OUT OF THE OFFICE AND NOT DO FINANCE, WHICH IS AWESOME. BUT ALSO, I THINK WE HAVE ALL FELT MARGINALIZED IN SOME WAY, SHAPE OR FORM. AND SO I THINK DOING THIS WORK HELPS PEOPLE FEEL LIKE IT’S OK TO BE THEMSELVES, BE AUTHENTIC, AND BRING OUT THE HUMANITY AS LENORA SAID, BRING OUT THE HUMANITY AND RECOGNIZE THE HUMANITY AND BOND WITH THAT HUMANITY OF EVERYBODY THAT WE WORK WITH IN THIS SPACE. SO — [APPLAUSE]>>HI, MY NAME IS LATONYA BERRY HILL, I AM THE OFFICE MANAGER AT THE OFFICE OF CLINICAL HEALTH RESEARCH AND TO BE HONEST, I HAVE A TOTAL FEAR OF PUBLIC SPEAKING. IT IS MY BIGGEST FEAR AND WHEN SOMEONE FIRST APPROACHED ME AND ASKED ME TO DO UNCONSCIOUS BIAS TRAINING, I LAUGHED. AND SAID YOU’VE GOT TO BE KIDDING ME AND THEY ASKED ME ABOUT THREE DIFFERENT TIMES AND I CONTINUED TO SAY NO AND FINALLY SHE SAID EITHER YOU ARE GOING TO GET ON THE BUS OR YOU’RE NOT. SO THERE WAS A LITTLE GUILT BUT AT THE END OF THE DAY I DID IT BECAUSE I AM PASSIONATE ABOUT THIS WORK AND I WANTED TO LEARN AND I WANTED TO HELP OTHERS AND I WANTED TO GET OVER MY FEAR. [APPLAUSE]>>NOT REALLY SURE WHAT TO SAY. MY NAME IS CANDACE MYERS. I WORK WITH GIFTS OF ART HERE AT THE HEALTH SYSTEM. WHEN I WAS APPROACHED WITH THIS IDEA, I REALIZED I HAD SOME EXPERIENCES THAT HAD PROVEN TO ME MY IGNORANCE AND I THOUGHT WELL IF I AM COMING FROM A POSITION OF PRIVILEGE, I OWE IT TO EVERYONE TO EDUCATE MYSELF. AND I CAN BE EFFECTIVE THEN, BECAUSE THERE’S A CERTAIN POPULATION THAT WILL LOOK AT ME AND LISTEN TO ME THAT MAY NOT LISTEN TO EVERYONE ELSE. SO, I AM OWNING IT. THANK YOU. [APPLAUSE]>>THANK YOU. THANK YOU SO MUCH. I APPRECIATE THAT. AND THEY WERE NOT PREPPED FOR THIS BY THE WAY. SO THIS WAS A SPONTANEOUS THING. THERE ARE SOME FOLKS THAT AREN’T HERE. TANISHA, GREYSON, CATHERINE, ALSO DENISE, CHARMANE, JANET, PEDRO WHO YOU MET THIS MORNING AND, YEAH, THAT’S IT. AND SO, AND OF COURSE CLARISSA LOVE WHO JUST DOES AN INCREDIBLE AMOUNT OF WONDERFUL WORK AND FACILITATION. VERY MUCH. AND OUR PARTNERS AT ORG LEARNING THAT ARE HERE AND HOW THAT PARTNERSHIP IS SO IMPORTANT TO US AND SO THANK YOU FOR OUR PARTNERS. REALLY APPRECIATE YOU. AND WHILE I’M THINKING EVERYBODY, I ALSO WANT TO THANK OUR TRAINING COORDINATOR, CATHERINE PEARSOL. WITHOUT HER, SHOE HE IS THE BACKBONE IN TERMS OF ALL THE ORGANIZATION OF FIELDING ALL YOUR REQUESTS AND GETTING THE SCHEDULING AND DOING SOME CONSULTATIONS WITH YOU, SO I WANT TO THANK CATHERINE AND WE HAVE CERTIFICATES FOR FOLKS SO BEFORE YOU LEAVE MAKE SURE, WE HAVE A LITTLE TOKEN OF OUR APPRECIATION. AND THE LAST PIECE IS A PUBLIC SERVICE ANNOUNCEMENT FOR DOING FACILITATION. SO WE STARTED A NEW PROGRAM, A TRAIN THE TRAINER MODEL. WE HAD A FIRST CO-HORT. ON HOLDING D.E.I. CONVERSATION. WE WILL TAKE FROM THERE. WE HAD OUR FIRST COHORT, IT WAS SUCCESSFUL. WE WILL OFFER THREE MORE. WE HAVE THE NEXT ONE STARTING OCTOBER 14 AND THAT ONE IS ALREADY FULL. WE ARE DOING A SPECIALIZED SESSION FOR A DEPARTMENT. THERE’S ALSO GOING TO BE AN OPPORTUNITY TO DO FACILITATION ON LGBTQ PLUS AWARENESS, A SESSION THAT WE ARE LOOKING TO BUILD OUR BANDWIDTH WITH FACILITATION. SO I HOPE THERE’S A FEW OUT THERE THAT WHAT THESE FOLKS HAVE SAID HAVE GARNERED INTEREST FROM YOU MOVING FORWARD AND AGAIN, A ROUND OF APROS FOR — APPLAUSER THOSE FOLKS AND THE WONDERFUL WORK THAT THEY DO.>>AND NOW WE WILL SHIFT GEARS. SO, NEXT, PEGGY WRIGHT IS GOING TO TALK ABOUT THE MINI GRANT AWARD WINNERS BUT I JUST WANT TO SAY A WORD ABOUT PEGGY. PEGGY IS THE PERSON IN OUR OFFICE WITH THE TOTAL CAN-DO ATTITUDE AND IT’S SUCH A PRIVILEGE TO BE AROUND SOMEONE WHO IS SO POSITIVE AND CONTRIBUTES IN SO MANY SPECIAL WAYS SO I JUST WANTED TO SAY THAT ABOUT PEGGY BEFORE SHE COMES UP. BUT, HERE’S PEGGY. [APPLAUSE]>>THAT’S HARD TO FOLLOW. HI, EVERYONE. I’M THRILLED TO BE INCLUDED HERE IN ANNOUNCING OUR SIXTH ROUND OF MINI GRANTS. FIRST I WOULD LIKE TO INTRODUCE TO YOU THE LEADERSHIP, MISS PHYLLIS BRACKMAN, DIRECT OF THE OFFICE OF DIVERSITY EQUITY AND INCLUSION. AND MISS BROOKS, SHE’S ON HER WAY, THE DIRECT OF OUR COMMUNITY HEALTH PROGRAMS. SO, YEAH. OK. WHEN ARFREDA COMES IN, WE WILL WELCOME HERE. SO I WOULD LIKE TO THANK OUR REVIEWERS, THIS ROUND, EVERY ROUND WE TRY TO ENGAGE DIFFERENT REVIEWERS. AND, THEIR NAMES ARE UP ON THE SCREEN. WE HAD DR. SEVILLE, DR. ELAM, DR. WHITNEY, DR. MANASIFA — SO I WANT TO SAY THANK YOU VERY MUCH TO ALL OF THEM FOR THEIR TIME AND TALENT. [APPLAUSE] THIS ROUND WE HAD EIGHT WINNERS AND WITHOUT FURTHER ADO ON BOW HALF OF THE DEPARTMENT OF PHARMACY, HERE TODAY ACCEPTING THE AWARD, FROM THE CLASS OF 2021, STUDENT MELINDA LEE. ARE YOU HERE, MELINDA? [APPLAUSE] AND, MELINDA BROUGHT HER ADVISER ANALISE. THANK YOU. THIS AWARD WITH AN AMOUNT OF $3868 WILL BE USED TO INCREASE ACCESSIBILITY OF OUR ANTICOAGULATION MATERIALS TO PATIENT WAS LIMITED ENGLISH PROFICIENCY. TRANSLATING THESE MATERIALS TO SPANISH, ARABIC AND MANDARIN IS AN INNOVATIVE MICHIGAN MEDICINE PRACTICE. THANK YOU, MELINDA. NEXT, WE HAVE ON BEHALF OF THE MEDICAL STUDENT GROUP, WINDING ROADS, THE APPLICANT COULDN’T BE HERE TODAY BUT A DELEGATE, RICKY TANG, ARE YOU HERE? RICKY WILL BE ACCEPTING THE AWARD ON JOHN’S BEHALF TODAY. WINDING ROADS IS A MEDICAL STUDENT ORGANIZATION THAT SUPPORTS LEARNERS IN OUR COMMUNITY WHO SELF IDENTIFY AS NONTRADITIONAL STUDENTS. SOME EXAMPLES WOULD BE CAREER CHANGERS, MILITARY VETERANS, OR PARENTS. ACKNOWLEDGING THE VALUE OF THESE DIVERSE EXPERIENCES OUTSIDE OF MEDICINE CAN ADD TO OUR MEDICAL SCHOOL LANDSCAPE. THIS MINI GRANT WILL FUND AN INAUGURAL HALF-DAY RETREAT TO PROMOTE WELLNESS FOR THESE STUDENTS AND OTHERS WITHIN OUR MICHIGAN MEDICAL SCHOOL COMMUNITY. THE FUNDS FOR THIS PILOT WILL LAUNCH AN ANNUAL EVENT OF NETWORKING, HOST A SPEAKER FROM AN OUTSIDE INSTITUTION TO BROADEN PERSONAL AND PROFESSIONAL NETWORKS FOR STUDENTS. CONGRATULATIONS. [APPLAUSE] OUR NEXT AWARD IS ON BEHALF OF INTERPRETER SERVICES. APPLICANT JAMES CHECK IS HERE TO ACCEPT THE AWARD IN THE AMOUNT OF $3600 TO CREATE SHORT INFORMATIONAL VIDEOS FOR LIMITED ENGLISH PROFICIENCY PATIENTS AND THEIR CARE-GIVERS AT MICHIGAN MEDICINE. [APPLAUSE] THIS SERIES OF SHORT INFORMATIVE VIDEOS FOR L.E.P. PATIENTS WILL FOSTER RESPECT AND UNDERSTANDING BETWEEN PATIENTS AND CARE-GIVERS BY CREATING THESE TWO-TO THREE-MINUTE VIDEOS AND INFORM PROVIDERS OF STRATEGIES TOOLS AND RESOURCES THAT WILL HELP THEM BETTER CARE FOR THEIR PATIENTS. ALL OF THEM WILL BE IN SPANISH, ARABIC, MANDARIN, JAPANESE, AND A.S.L., ALL CAPTIONED IN ENGLISH. LOOKING FORWARD TO THAT. THANK YOU. NEXT, I THINK ALEXANDER RARGIN ON BEHALF OF THE DEPARTMENT OF PEDIATRICS COULD NOT ATTEND TODAY. I DON’T KNOW IF THERE’S ANYONE HERE FROM PEDIATRICS THAT WOULD LIKE TO REPRESENT CONVENIENT, BUT THIS AWARD IS FOR $5,000 FOR THE RESEARCH ON GENDER DESPARITY AND THE ASSESSMENT OF CHILDREN’S PAIN. APPROPRIATE TREATMENT OF PEDIATRIC PAIN REQUIRES PROVIDERS TO MAKE JUDGMENTS ABOUT THE MAGNITUDE OF PAIN EXPERIENCED BY THEIR PATIENTS. THE PRESENCE OF BIAS IN THESE ASSESSMENTS CAN HAVE IMPORTANT IMPLICATIONS FOR PATIENT CARE. THIS RESEARCH WILL BE SHARED BROADLY AND NATIONALLY. SO, CONGRATULATIONS. THANK YOU, ALEXANDER. [APPLAUSE] SOMEONE ELSE, ANOTHER MEDICAL STUDENT, CHRISTIAN BLACK, COULD NOT BE HERE TODAY, BUT ON BEHALF OF THE DEPARTMENT OF UROLOGY, THIS AWARD OF $5,000 FOR THE APPLICANT CHRISTIAN BLACK IS FOR UROVERSITY, AN INNOVATIVE AND VERY DETAILED SYLLABUS HE DETAILED IN HIS APPLICATION. I CAN VOUCH FOR THAT. BUT IT’S AN INNOVATIVE PIPELINE PROGRAM AIMED TO INCREASE THE NUMBER OF UNDER REPRESENTED STUDENTS FROM THE UNIVERSITY OF MICHIGAN MEDICAL SCHOOL APPLYING TO UROLOGY. IT’SAN ENRICHMENT AND MENTORSHIP PROGRAM FOR STUDENTS, HEALTH OFFICERS, ATTENDEES IN THE DEPARTMENT OF UROLOGY AND WE CONGRATULATIONS CHRISTIAN BLACK. [APPLAUSE] I JUST WANT TO SAY ON A SIDE NOTE HERE OUT OF EIGHT AWARDEES TODAY, HALF OF THEM ARE STUDENTS. AND THINK THAT’S A TESTIMONY TO OUR MEDICAL SCHOOL, THEIR ENGAGEMENT. YOU KNOW HOW BUSY MEDICAL STUDENTS ARE, THAT THEY EVEN TOOK THE TIME TO FILL OUT THE APPLICATION. THEIR IDEAS ARE AMAZING. NEXT, WE HAVE ON BEHALF OF FAST FORWARD MEDICAL INNOVATION, APPLICANT CANDACE STEGING, IS CANDACE HERE? SHE WILL BE ACCEPTING THE AWARD IN THE AMOUNT OF $1450 FOR THE INNOVATION AND ENTREPRENEURSHIP WORKSHIP. THIS PROGRAM WILL OFFER A THREE-HOUR WORKSHOP THAT FOCUSES ON SOCIAL ENTREPRENEURSHIP AND ITS IMPLICATIONS. DR. TED DECATHALON WILL BE THE D LONDON WILL BE THE KEYNOTE SPEAKER. HE WILL FOCUS ON DESIGNING ENTERPRISE STRATEGIES AND POVERTY ALEVEATION APPROACHES FOR LOW-UP COME MARKETS, BUILDING CROSS SECTOR COLLABORATIONS AND ASSESSING POVERTY REDUCTION OUTCOMES OF BUSINESS VENT TOURS. THANK YOU, CANDACE. [APPLAUSE]>>ANOTHER STUDENT APPLICATION ON BEHALF OF FAMILY MEDICINE, THE UNIVERSITY OF MICHIGAN ADAPTIVE SPORTS STUDENT GROUP HAS BEEN AWARDED THE AMOUNT OF $5,000 TO DEVELOP ADAPTIVE SPORTS ROLLER SLED HOCKEY AT MICHIGAN MEDICINE. I AM GOING TO PLAY THAT. THE APPLICANTS ARE MEDICAL STUDENTS AND LEADERS OF THE ADAPTIVE SPORTS STUDENT GROUP. THREE STUDENTS FILLED OUT THE APPLICATION AND REPRESENT. UNFORTUNATELY THEY — OR FORTUNATELY, THEY ARE ON THEIR ROTATIONS AND WORKING HARD. NOTING THAT HALF OF ALL ADULTS WITH DISABILITIES DO NOT GET EVEN 10 MINUTES OF AEROBIC ACTIVITY PER WEEK, THE ROLLER SLED HOCKEY PROGRAM WILL BENEFIT STUDENTS, PATIENTS AND COMMUNITY MEMBERS, ABLE BODIED AND DISABLED, BY PROMOTING HEALTHY LIVING AND SOCIAL INCLUSION FOR ALL. [APPLAUSE] AND THE LAST ONE IS ON BEHALF OF PHYSICAL MEDICINE AND REHABILITATION, ACCEPTING THE AWARD IS KYLIE ADAMS. WITH KYLIE WAS BECCA ROE AND TWO OTHERS. TWO OTHERS WERE ALSO UNABLE TO BE HERE TODAY. THANK YOU, KYLIE. DEPARTMENT OF PHYSICAL MEDICAL HAS BEEN AWARDED FOR A WHEELCHAIR TO CAMP STANDING FOR CREATING ADVENTUROUS AND MINDFUL PHYSICIANS. IT’S A PREORIENTATION STUDENT LED WILDERNESS PROGRAM OFFERED BY MHOME FOR INCOMING MEDICAL STUDENTS. WHILE THIS TRIP IS IT A GREAT OPPORTUNITY FOR MEDICAL STUDENTS, IT WASN’T ACCESSIBLE FOR ALL OF THOSE WITH DISABILITIES AND NOW THEY WILL BE BUYING A TRAIL WHEELCHAIR. SO THANK YOU ALL. [APPLAUSE] I WANT TO THANK YOU ALL FOR SUBMITTING APPLICATIONS AND WE WILL HAVE ANOTHER ROUND. IF YOU EVER HAVE ANY QUESTIONS, FEEL FREE TO REACH OUT FOR THE CRITERIA OR THE DEADLINES OR THE LINK. IT’S BEEN A GREAT HONOR TO BE PART OF THIS. WE HAVE HAD OVER 50 MINI GRANTS NOW THAT WE HAVE AWARDED OVER THE PAST THREE YEARS. AND I HAVE JUST BEEN PROUD TO BE PART OF IT AND I AM PROUD TO WORK AT AN INSTITUTION THAT IS SO INNOVATIVE AND INCLUSIVE. THANK YOU. [APPLAUSE]>>AS MICHAEL PREPARES TO COME UP, I AM ALL THE WAY IN THE BACK, IF YOU JUST RECEIVED A MINI GRANT, WE ARE GOING TO TAKE A GROUP PHOTO, SO IF ALL OF THE MINI GRANT RECIPIENTS COULD GO OVER TO THE RIGHT, THEY ARE GOING TO TAKE ONE GROUP PHOTO. [APPLAUSE]>>THOSE OF YOU WHO KNOW ME KNOW THAT I WOULD RATHER, INSTEAD OF TALKING OR DOING, TEACHING, I WOULD RATHER DO ACTIVITIES. SO, WE ARE GOING TO FINISH WITH A BRIEF ACTIVITY AND THIS IS REALLY MODELING THE WHOLE IDEA OF BUILDING RELATIONSHIPS. REALLY THE CORNER STONE IN TERMS OF LEARNING AROUND DIVERSITY EQUITY AND INCLUSIVENESS, REALLY THE CLASSES THAT WE TAKE, IT’S REALLY HOW WE ENDEAVOR TO INTERACT WITH OTHER POEM AND THE OPPORTUNITIES THERE ARE TO BUILD BRIDGES. AND SO THAT’S WHAT WE WILL SPEND THE NEXT 15 MINUTES DOING AN ACTIVITY DOING JUST THAT. , SO WITHOUT FURTHER ADO, WHAT I WOULD LIKE YOU DO IS FIND SOMEBODY IN TO THE ROOM THAT YOU HAVE NOT MET YET OR YOU DON’T KNOW VERY WELL. SO IF AHEAD AND TAKE THE TIME TO DO THAT. PAIR UP IS SOMEBODY THAT YOU DON’T KNOW VERY WELL OR HAVEN’T NET YET. — HAVEN’T MET YET. HAS EVERYBODY FOUND SOMEBODY? IS ANYBODY ALONE? OK. ARE WE READY? OK. SO, WHAT I WOULD LIKE YOU TO DO, WE TALKED A LOT ABOUT BUILDING RELATIONSHIPS TODAY AND A LOT OF FOLKS SHARED WHAT HAS WORKED FOR THEM. SO, WHAT I WOULD LIKE YOU TO DO IS EACH TAKE A TURN, ABOUT 90 SECONDS EACH, I’LL TIME IT WITH MY PHONE. WHAT HAS WORKED FOR YOU IN TERMS OF BUILDING RELATIONSHIPS? WHAT ARE ONE OR TWO THINGS THAT HAVE REALLY WORKED FOR YOU IN TERMS OF BUILDING RELATIONSHIPS? SO, GO AHEAD. BEGIN. IF YOU HAVEN’T SWITCHED YET, GO AHEAD AND SWITCH. THE QUESTION IS, ONE THING THAT’S REALLY WORKED IN TERMS OF BUILDING RELATIONSHIPS. ONE OR TWO THINGS. OK STOP. NOW THAT YOU HAVE GOTTEN TO KNOW YOUR NEIGHBOR, IT’S TIME TO BID A FOND FAREWELL. WHAT I WOULD LIKE YOU TO DO IS, AFTER THAT FOND FAREWELL, FIND ONE OTHER PERSON THAT MAYBE THAT YOU HAVEN’T MET YET OR YOU DON’T KNOW VERY WELL. SO, GO AHEAD AND SAY GOODBYE AND MOVE ON AND FIND SOMEBODY ELSE. HAS EVERYBODY FOUND SOMEONE? NOT YET? OK. OK. HERE’S THE NEXT QUESTION. WE HAD FUN COMING UP WITH THIS ONE. SO, REMEMBER FROM SCHOOL, THE SHOW AND TELL? SO, THINK ABOUT IF YOU COULD BRING ONE OBJECT FROM HOME THAT REPRESENTS YOU, YOU KNOW, WHAT OBJECT FROM HOME THAT REPRESENTS YOU, WHAT WOULD IT BE? AND DESCRIBE THAT TO THE PERSON YOU ARE WITH. IF YOU COULD BRING AN OBJECT FROM HOME TO REPRESENT YOU, WHAT WOULD IT BE AND WHY? OK? READY, GO. IF YOU HAVEN’T SWITCHED YET, GO AHEAD AND DO THAT. OK, STOP. HAS EVERYONE HAD A CHANCE TO — ARE WE GOOD? OK. SO THIS LAST QUESTION IS A QUESTION FOR YOU WITH YOURSELF. SO, IF YOU, YOU CAN EITHER GO BACK AND SIT IF YOU ARE STANDING NOW, IF YOU WOULD LIKE, OR STAY WHERE YOU ARE, IT DOESN’T MATTER. BUT THIS LAST QUESTION IS THE COMMITMENT PIECE AND THIS IS FOR YOURSELF. AND THAT IS, TODAY, LENORA TALKED ABOUT, IT DOESN’T COST US ANYTHING TO AFFIRM SOMEBODY. I THINK THE EXAMPLE IS WHEN SOMEONE HAS AN IDEA AND THE IDEA THAT WE AFFIRM THAT IDEA, IT DOESN’T COST US A THING. SO, WHEN I WOULD LIKE YOU TO THINK ABOUT IS, AND SPEND A MINUTE BEFORE WE DO OUR CLOSING, AND THINK ABOUT SOMEONE THAT AFFIRMED YOU AND SOME CRITICAL JUNCTION TOUR, WHETHER IT’S AT WORK RECENTLY OR MAYBE SOMETIME EARLIER IN YOUR CAREER, BUT, AN AFFIRMATION THAT WAS VERY IMPORTANT FOR YOU AT THE TIME, YOU KNOW, THE TIMING WAS GREAT AND IT REALLY HELPED YOU TO MOVE FORWARD AND MOVE ON IN A POSITIVE WAY. SO, THINK ABOUT WHO THAT PERSON IS AND MAKE A COMMITMENT THAT YOU ARE GOING TO CONTACT THEM. IF THEY ARE STILL WITH US. YOU KNOW. MAKE A COMMITMENT THAT YOU ARE GOING TO CONTACT THEM AND SAY A THANK YOU AND TELL THEM THE STORY ABOUT HOW IMPORTANT THAT AFFIRMATION WAS. SO THAT’S WITH A WE WOULD LIKE TO FINISH WITH. SO, THINK ABOUT THAT FOR A MINUTE AND WITH THAT, FOR OUR CLOSING, SPEAKING OF RELATIONSHIP BUILDING, I’M VERY FORTUNATE TO WORK WITH PHYLLIS BLACKMAN AND, IT’S MY PRIVILEGE TO BRING UP PHYLLIS TO DO OUR CLOSING. THANKS, EVERYBODY [APPLAUSE] IS.>>WOW. WHAT A DAY. IT’S BEEN A GREAT DAY AND, I THANK EACH AND EVERY ONE OF YOU FOR PARTICIPATING TODAY. AND, THANKS TO ALL OF YOU WHO WERE ABLE TO STAY THE ENTIRE DAY. I KNOW THAT AS A COMMITMENT, BUT I THANK YOU FOR YOUR COMMITMENT IN BEING HERE ALL DAY TO AFFIRM OUR DIVERSITY EFFORTS THAT WE HAVE. SO, AS I SAID, WE ARE GRATEFUL FOR YOUR PARTICIPATION NOT ONLY TODAY BUT EVERY DAY AS YOU CHAMPION FOR A MORE INCLUSIVE ENVIRONMENT. AS WE GO FORWARD, PLEASE REMEMBER THE CRITICALITY OF RESPECT, CIVILITY IN YOUR DAILY INTERACTIONS. USE YOUR D.E.I. AND HIGH RELIABILITY EFFORTS AS A WORKING EXAMPLE TO INSPIRE THOSE WHO HAVE YET TO PARTICIPATE IN THE NUMEROUS ACTIVITIES ACROSS CAMPUS. REMEMBER THAT THE OHEI WEBSITE IS A GREAT POINT OF REFERENCE WHEN LOOKING FOR CONVENIENTS AND LEARNING OPPORTUNITIES. SHARE THIS INFORMATION AND ENCOURAGE YOUR AUDIENCES TO ATTEND. THESE CONVENIENTS AND WORKSHOPS ARE OPPORTUNITIES FOR US TO CONTINUE TO WORK TOGETHER. WHEN WE COLLABORATE, WE REINFORCE BETTER WORKING RELATIONSHIPS TO STRENGTHEN THE D.E.I. PRINCIPLES THAT WE HAVE WORKED SO DILIGENTLY TO IMPLEMENT. IF HE WEE WANT YOUR VOICES AT THE FOR EFRONT OF THE CONVERSATION SURROUNDING INCLUSIVENESS AT MICHIGAN MEDICINE. CONTINUE TO BRING YOUR VOICE TO COMMUNITY CONVERSATION AND OPEN FORUMS HELD EVERY FIRST FRY FRITZIE DAY AND EVERY THIRD THURSDAY. I ENCOURAGE YOU TO PARTICIPATE YOUR COMMITMENT AND CONCERNS THAT REFLECT ACCURATELY IN THE FEEDBACK OF OUR LEADERSHIP. WE WANT TO MAKE SURE THAT YOUR VOICES ARE HEARD AND WE CAN CARRY IT FORWARD TO OUR LEADERSHIP. AND IN CLOSING, I WOULD LIKE TO THANK OUR KEYNOTE SPEAKER, LENORA BILLINGS-HARRIS FOR YOUR WONDERFUL PRESENTATION. WE LEARNED SO MUCH. THANK YOU FOR THE RESOURCES THAT YOU PROVIDED FOR US. [APPLAUSE] YES. I WOULD LIKE TO ALSO THANK DOCTORS RUNGE, BROWN AND TONY DENTON FOR YOUR LEADERSHIP AND CONTINUED SUPPORT OF ALL OF OUR D.E.I. EFFORTS. THANK YOU TO OUR PANEL FOR SHARING YOUR PERSPECTIVES ON LEADING ACROSS DIFFERENCE. TO OUR PRESENTERS, THANK YOU FOR SHOWING HOW WE ARE BUILDING BRIDGES FOR SUSTAINABLE CHANGE. TO OUR MI MI MINI GRANT REVIEWE, THANK YOU. TO OUR MINI GRANT RECEIVERS, WE LOOK FORWARD TO HEAR THE ACCOMPLISHMENTS. TO OUR TRAINERS AND FACILITATORS, THANK YOU. THIS WORK CANNOT BE DONE WITHOUT YOU. I ENCOURAGE ALL OF YOU TO BE PART OR EVEN STEP OUT OF YOUR COMFORT ZONE AND TO BE A TRAINER OR FACILITATOR OR HOW YOU CAN BE ENGAGED IN SOME OF THE WORK THAT HAPPENS IN OUR OFFICE. AND, THANK YOU FOR THIS COMMITMENT THAT YOU HAVE MADE, THE STRONG COMMITMENT FOR DIVERSITY, EQUITY AND INCLUSION. I WOULD ALSO LIKE TO THANK CLARISSA LOVE AND SUE SHREK AND ALL OF THE TALENTED PEOPLE WE HAVE IN OUR OHEI OFFICE SO I WILL ASK THE OHEI TEAM TO PLEASE STAND AND BE RECOGNIZED. [APPLAUSE] REMEMBER THESE FACES. THEY CAN ALL HELP YOU IN ONE WAY OR ANOTHER. OR DIRECT YOU TO THE RESOURCES. SO, THANK YOU TEAM OHEI. MAKE PLEASE VERY PROUD. SO, WE HAVE BUILT SOMETHING VERY SPECIAL AND INNOVATIVE. AND MOST IMPORTANTLY, SUSTAINABLE. WE MEASURE, WE CHANGE, WE MEASURE AGAIN, AND WE ACTUALLY HAVE THE OPPORTUNITY TO SHARE WITH YOU THE CHANGES THAT WE MADE. , SO THE SUSTAINABILITY IS IMPORTANT. THIS IS NOT JUST THE END OF OUR DIVERSITY WORK FIVE-IER PLAN AND WE ARE DONE, NO, WE ARE ON A MISSION TO CHANGE THE CULTURE AT MICHIGAN MEDICINE AND YOU HELP US TO DO THAT. SO, THANK YOU. WE WANT TO MAKE SURE THAT YOU REMEMBER THAT WE WANT TO MAKE MICHIGAN MEDICINE A PLACE WHERE EVERYONE FEELS VALUED AND CAN THRIVE. I WELCOME YOU TO JOIN US NEXT YEAR, APRIL 13, 2020 FOR OUR NEXT D.E.I. SUMMIT. PLEASE PUT THAT ON YOUR CALENDARS. PLEASE SHARE THAT WITH YOUR LEADERS. WE WANT TO BE PRO ACTIVE IN MAKING SURE THAT PEOPLE HAVE ENOUGH TIME TO PLAN. WE WILL SEND A LOCATION OUT TO YOU, BUT WE HAVE SECURED A DATE SO THAT’S APRIL 13, 2020. THAT IS A MONDAY. SO, AGAIN, I THANK YOU FOR YOUR PARTICIPATION. THANK YOU FOR YOUR ENGAGEMENT. ENJOY YOUR DAY. THANK YOU. [APPLAUSE]

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