Mr. Pogue warned me of his drive to have uncomfortable conversations about race, diversity and inclusion. It’s the right kind of uncomfortable though. One that challenges one’s own thoughts and ideas. A conversation that pulls no punches and gets it all out on the table.
James has a wealth of knowledge, insight, and passion for diversity and inclusion in the restaurant industry. In this episode, we unpack it all to dig deep into this ever-evolving topic and endeavor.
Diversity – challenges in ideation, execution, etc.
Diversity – race, gender, age, sexuality, disability, ability, politics, religion, and socioeconomic , ALL OF IT (all different humans)
Overcoming the fear and apprehension of introducing/discussing diversity, esp. from leadership.
“Colorblindness” vs. “Hyper aware of color” and “Equality” vs “Equity”
Cancel Culture – an openness to conversations and apologies.
Approaching and navigating challenges and solutions in different solutions—Hispanic man conversation.
Breaking down the tunnel vision of people who can’t empathize/put themselves in other peoples’ shoes.
Bringing your whole self/identity to the table—beating up ideas with those different lenses.
Be the right kind of uncomfortable—that’s where the growth happens. Apply that to diversity.
Quotes to Quote:
“There’s a significant difference between the ‘want to’ and the execution.”
“We need to start to do some new things to get us to a new point of realization and understanding.”
“I don’t see diversity as necessarily a movement or a topic; it’s a consideration that I think is important for the growth and sustainability of organizations and humanity, you know, across the globe.”
“If we have not practiced having tough conversations around diversity inclusion advice, how can you therefore expect to be good at them? We are exactly where we are supposed to be given the amount of effort and practice and intention that we put into [it].”
“We have shifted from color blindness as being the pinnacle of not being racist to being hyper aware of color as being the pinnacle of not being racist.”
“I think oftentimes we start thinking about what we are going to do next without recognizing where we have been.”
“One of the things that has happened is that we have begun to ignore the idea that diversity includes our white guy friends [and] colleagues…we have to respect what people bring to the table and to exclude that is to exclude a rich part of your history and how it has influenced your leadership.”
“The ideas that are generated by the [diverse Vigor] group are wealthier [than if we were a bunch of white bearded dudes.]”
“I’ve asked leaders this question: ‘Do you think that women bring something to the table strictly because they’re women?’ In a 99% clip the answer is yes, simply because they navigate the world as a woman they see things differently than their male counterparts… why is there a pause when it’s a Hispanic man?”
“I think it is important to put the lens on the individual. We spend a lot of time trying to critique the person across the screen or across the table, when the person we need to spend the most time with is in the mirror.”
“There are times when it’s important to be selfish, and if you’re trying to grow your organization and shift your leadership, this is one of those times.”
“I’m asking you in advance to tap me on the shoulder if you see me going the wrong direction and not seeing something…it’s amazing how forgiving people can be when they know that you are actually and really trying, authentically. It’s logical how unforgiving they can be when they know that you are not, and there’s too many of us that are not.”
“I’m drivin
