Special Guest: Natasha Williams
Natasha brings over 20 years human resources and diversity & inclusion leadership experience. Completed her MBA with Jack Welch Institute. Natasha brings a diverse perspective from small and large organizations on building an inclusive environment including sitting on the local board of her chamber of commerce. Join us as we talk about how companies can create programs to bring inclusion to their organization.
Breakdown of today’s podcast:
- Companies lack the best practices on truly having inclusive environments
- Empowering the Front-Line Employees
- Employee resource groups
- Giving people the ability to come together with like-minded or dissimilar people to talk about topics
- Establishing communication channels for employees to discuss issues
- What it means to be your most authentic self
- Everything can fall apart if you don't equip people with the tools and education
- What is an employee resource group?
- How do we encourage people to go to groups dissimilar to them?
- Try to join 3 groups - one that you identify with, one that you are an ally, one you are curious and you want to learn
- How do you get the older generation to embrace and get involved?
- Resource groups need to lead programming that draws people to their group
- When senior leaders are involved in the groups then it draws people to those groups
- Diversity is more than race and gender
- If you don't have people from a community in your organization to lead or start a group then it often times gets forgotten
- Bringing people in from outside to help educate
- How does someone having trouble with their boss given their "cultural background" handle bringing up the issue
- Try having a mentor to help guide you through the process, or even up in the organization in a different department to get guidance.
- Is it appropriate to hand pick people for projects in an effort to diversify a group?
- Make sure as the hiring decision is made you hiring from a diverse plate. Have a hiring team and interview team that is diverse as to target the most qualified eliminate stereotypes
- What about tokenism of the D&I role, how do we prevent companies simply throwing someone in a D&I role just to say they have the initiatives
- How do applicants tell the difference between a truly diverse organization vs one that is pretending to be one
Guest Info
Natasha Williams
https://www.linkedin.com/in/natashamillerwilliams/
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