Importance of Natural Resources

WCTF 2019 conference keynote


GOOD MORNING. IF EVERYONE CAN TAKE THEIR SEATS SO WE CAN GET STARTED. GOOD MORNING. GOOD MORNING. I KNOW IT’S EARLY. AND PERHAPS YOU WEREN’T AWARE I WAS SPEAKING TO YOU. WHY DON’T WE TRY THIS. I’M GOING TO GREET YOU ALL. WHEN YOU RECOGNIZE YOURSELF IN MY MEETING, I WANT YOU TO STAND UP AND SAY GOOD MORNING BACK TO ME. GOOD MORNING STRONG WOMEN. GOOD MORNING.>>GOOD MORNING. LEADING WOMEN. GOOD MORNING DETERMINED WOMEN. GOOD MORNING PROGRESSIVE WOMEN. GOOD MORNING RESILIENT WOMEN. GOOD MORNING FEARLESS WOMEN. LET’S NOT BE REMISS SUPPORTING OUR MEN. GOOD MORNING CARING AND PROGRESSIVE MEN. IT IS INTERNATIONAL WOMEN’S DAY AND PEOPLE ALL AROUND THE WORLD ARE GATHERING TO PROMOTE GENDER EQUITY, GOOD MORNING INTERNATIONAL ACTIVIST WOMEN. MY NAME IS RACHEL DAWSON. I’M THE MANAGING DIRECT OF PRECISION OF HEALTH AT THE UNIVERSITY OF MICHIGAN. I LIKE TO THINK OF MYSELF AS “EVERY WOMAN.” GOOD MORNING EVERY WOMEN. GOOD MORNING. THANK YOU. PLEASE TAKE YOUR SEATS. WE ARE SO THRILLED TO BE HERE TODAY AS WE CELEBRATE THIS SPECIAL OCCASION. 37 YEARS OF SUPPORTING STAFF DEVELOPMENT AT THE UNIVERSITY OF MICHIGAN. AND SO ON BEHALF OF THE WOMEN OF COLOR TASK FORCE, AND THE STAFF AT THE CENTER FOR THE EDUCATION OF WOMEN, IT IS OUR PRIVILEGE TO WOMEN YOU TO THIS 37TH ANNUAL CAREER CONFERENCE. THIS YEAR’S CONFERENCE THEME IS AMPLIFYING VOICES, MOVING FROM DIVERSITY TO INCLUSION. ONE OF SEVERAL DEFINITIONS OF AMPLIFY IS TO MAKE SOMETHING MORE INTENSE. THAT’S WHAT THIS CONFERENCE IS ABOUT, IT’S ABOUT MORE. IT IS A CELEBRATION OF THE PERSISTENCE AND PERSEVERANCE OF THE WOMEN OF COLOR TASK FORCE AND SO MUCH MORE. IT’S THE COLLECTIVE ACKNOWLEDGMENT BY THE UNIVERSITY OF MICHIGAN COMMUNITY THAT DIVERSITY AND INCLUSION MATTER AND WE MUST CONTINUE TO WEAVE THAT INTO YOUR COMMUNITY AND HOMES. WE MUST BE INTENTIONAL IN OUR PROMOTION, SUPPORT, AND DEVELOPMENT OF WOMEN AND THAT WHILE WE HAVE MADE GREAT STRIDES, THE RACE IS NOT FINISHED. THE FIGHT IS NOT OVER. SO TODAY WE WELCOME YOU TO MORE. MORE OPPORTUNITY TO ENGAGE IN SELF EXPLORATION TO TAKE THE NEXT STEPS IN YOUR PROFESSIONAL AND PERSONAL LIFE. MORE TIME TO LEARN ABOUT YOUR FINANCES AND WELLNESS. MORE CHANCES TO EXPAND YOUR NETWORK THAT YOU MAY BE ENCOURAGED AND INSPIRED. MORE OPPORTUNITY TO BE HEARD, TO BE RECOGNIZED AND ELEVATED TO CONTROL YOUR DESTINY AND TO MAP YOUR OWN JOURNEY. SO WE HOPE AFTER YOU HAVE LISTENED TO OUR DISTINGUISHED KEYNOTE PANEL, TAKEN IN THE WISDOM OF OUR INDIVIDUAL WORKSHOPS AND CONNECTED WITH YOUR FASCINATING FELLOW ATTENDEES, YOU FEEL READY TO LEAVE THIS PLACE AND BE ABLE TO DO MORE. MORE TO ADVANCE YOURSELF. MOER TO ENGAGE YOUR COMMUNITY. AND MORE TO ENHANCE YOUR HOMES. BECAUSE WE KNOW THAT IT IS THE ELEGANT TOUCH AND TIMELESS WISDOM OF WOMEN LIKE YOU THAT MAKES EVERYTHING MO ‘BETTER. AND NOW IT’S MY HONOR TO RECOGNIZE THOSE WHO WORKED TO MAKE MORE POSSIBLE. FIRST WE WANT TO RECOGNIZE THE WOMEN OF THE WOMEN OF COLOR TASK FORCE. THE TASK FORCE IS ONE OF OLDEST STAFF DEVELOPMENT. SUMMER PROFESSIONAL DEVELOPMENT SPECIAL A FALL LEADERSHIP RETREAT TO SUPPORT AND DEVELOP UNIVERSITY OF MICHIGAN STAFF. WE ARE PROUD OF OUR WORK TO PLEASED TO BE A PART OF MICHIGAN TRADITION OF CARRYING OUT THE RESEARCH MISSION OF THE UNIVERSITY OF MICHIGAN. WILL ALL THE CURRENT MEMBERS OF TASK FORCE STAND AND REMAIN STANDING. THESE DEDICATED WOMEN SUPPORT THE TASK FORCE. THESE DEDICATED WOMEN SUPPORT THE TASK FORCE BY HELPING TO PLAN THIS CONFERENCE IN OUR OTHER CAREER DEVELOPMENT ACTIVITIES. PLEASE GIVE YOUR COLLEAGUES A HAND OF APPLAUSE FOR THE WONDERFUL AND IMPACTFUL UNIVERSITY SERVICE. NOW WILL ALL PERSONS WHO SERVED ON THE TASK FORCE AT ANY TIME OVER THE PAST 37 YEARS PLEASE STAND. YOU LAID THE FOUNDATION FOR THE WORK THAT WE CONTINUE TODAY. AND WE HOPE THAT WE HAVE MADE YOU PROUD. THANK YOU FOR YOUR SERVICE. YOU ALL MAY BE SEATED. IT’S NOW WITH GRATITUDE THAT WE RECOGNIZE OUR 2019 CONFERENCE SPONSORS. THESE ARE THE LEADERS WHO ENCOURAGE AND SUPPORT STAFF DEVELOPMENT EVERY DAY AT THE UNIVERSITY OF MICHIGAN. SUPPORT FOR THIS CONFERENCE WAS PROVIDED BY THE OFFICE OF PROVOST, WHICH PROVIDES BASELINE FUNDING FOR THE WOMEN OF COLOR TASK FORCE. UNIVERSITY HUMAN RESOURCES, COLLEGE OF LITERATURE AND SCIENCE WHICH I AM A PROUD AL ALUMNI. MICHIGAN SCHOOL OF MEDICAL RESOURCES AND THE PRECISION OF HEALTH BY INNOVATING HEALTHCARE SO WE MAY BETTER TREAT PATIENTS AND GET THE RIGHT TREATMENT TO THE RIGHT PATIENT AT THE RIGHT TIME. WE WANT TO GIVE A SPECIAL THANK YOU TO GOLDEN LIMOUSINE. AND FINALLY TO TIAA, OUR GOLD CORPORATE SPONSOR FOR THE SIXTH STRAIGHT YEAR. TIAA IS A PREMIERE FINANCIAL SERVICE PROVIDER FOR PEOPLE WHO WORK IN ACADEMIA, RESEARCH, MEDICAL AND ACADEMIA FIELDS AND HAVE BEEN A SUPPORTER OF OUR MISSION FOR 20 YEARS. AND A VERY SPECIAL THANK YOU TO THE FOLLOWING SPONSORS WHO WE INVITE TO THE PODIUM. TIFFANY MARA. D. HUNT, CHIEF RESOURCE OFFICER FOR MICHIGAN MEDICINE. THERESA S. DIRECTOR OF FINANCIAL CONSULTING FOR TIAA AND LAURITA THOMAS. ASSOCIATE VICE PRESIDENT FOR HUMAN RESOURCES. THESE WOMEN THROUGH THEIR OWN CAREER IN SUPPORT OF OUR WORK E EXEMPLIFY DOING MORE FOR WOMEN.>>GOOD MORNING. MY NAME IS TIFFANY MARA AND I’M THE DIRECTOR OF CEW. IT’S MY HONOR TO BRING YOU GREETINGS THIS MORNING ON THIS PARTICULARLY MOMENTOUS DAY AS IT IS INTERNATIONAL WOMEN’S DAY AS WELL AS THE 37TH TIME THIS CONFERENCE HAS HAPPENED. I WOULD BE REMISS NOT TO ACKNOWLEDGE JANICE RUEBEN WHO IS THE WTCF LEADER WHO IS BEHIND THE SCENES TO PULL THIS THING OFF. IT’S AN AMAZING EFFORT AND FETA OF ALL MEMBERS WHO PLAY AN INCREDIBLE ROLL OF MAKING TODAY HAPPEN. THE MEMBERSHIP IS ACTUALLY OVER 100 PEOPLE AND THEY ARE ALL AROUND YOU YOU KNOW GETTING PEOPLE HERE, GETTING PEOPLE TO THE DIFFERENT SESSIONS. I INVITE YOU TO INTRODUCE YOURSELF TO THEM AS THEY ARE AMAZING WOMEN. MAKE YOUR KNOWN TO THEM AND I HOPE YOU FIND THE NETWORK A PLACE OF SUPPORT TO YOU. THE THEME OF INTERNATIONAL WOMEN’S DAY IS BALANCE. I WANT TO TALK ABOUT THIS JUST FOR A SECOND. IT’S BALANCE FOR THE BETTER. IT’S FOCUSED ON GENDER BALANCED BOARD ROOMS, MEDIA, WEALTH, SPORTS COVERAGE. WHILE GENDER BALANCE IS ESSENTIAL, WE HAVE TO BE AT THE TABLE. IT’S NOT THE ONLY PART OF THE EQUATION. WE ALSO HAVE TO BE INCLUDED AND TREATED WITH RESPECT AND MAKE SURE OUR VOICES ARE HEARD AS EVERYBODY ELSE AT THE TABLE. I THINK THAT’S WHAT THIS CONFERENCE IS ABOUT. JANICE AND HER TEAM HAVE CHOSEN AMPLIFYING VOICES BECAUSE IT’S NOT JUST ABOUT BEING EQUAL NUMBERS. WE HAVE EQUAL NUMBERS AND STILL HEAR PEOPLE TALKING ABOUT I DIDN’T FEEL HEARD. IF THERE ARE FIVE PEOPLE AT THE TABLE AND ONE NONFEMALE, WE IT STILL FEEL HEARD AND NOT RESPECTED. WE NEED TO MOVE BEYOND BALANCE AND DIVERSITY. WE ALSO NEED TO WORK ON EQUITY AND INCLUSION. ALL OF US DEMAND RESPECT AND ARE AT THE DECISIONMAKING TABLE WHO GETS PROMOTED AND TENURE AND HOW POLICIES ARE CREATED. WE NEED TO BE AT THAT TABLE SO WE CAN CHANGE THIS PLACE. BEYOND DECISIONMAKING, IT’S AMPLIFYING EACH OTHER’S VOICES. HOW MANY TIMES HAVE YOU SEEN A PERSON SITTING AT A TABLE WITH THEIR HEAD DOWN? THAT HORRIBLE LOOK ON THEIR FACE ARE NOT BEING HEARD. WE HAVE ALL SEEN IT. WHAT CAN WE DO TO SUPPORT THEM? TO REPEAT SOMETHING THAT THEY HAVE SAID. TO DO A SIMPLE ACT OF I HEARD PAT COLEMAN BURNS SAY. SHE WAS THE FIRST PERSON TO SAY THAT SHE WAS NOT THE THIRD PERSON TO SAY IT. IT’S SIMPLE THINGS LIKE THAT REALLY MAKE US BE RESPECTED AND TREATED AS EQUALS. THE WOMEN TASK FORCE AFFECTS DIRECTLY THE CEW’S MISSION IN EMPOWERING WOMEN AT UNDERSERVED COMMUNITIES. IT PROVIDES RESOURCES TO WOMEN AT CAMPUS. WHETHER YOU ARE A WOMAN OF COLOR OR NOT. IF YOU FEEL MARGINALIZED, DOESN’T MATTER IF YOUR MALE, FEMALE, WOMAN OF COLOR. I TRULY HOPE YOU WILL REACH OUT TO THE WCTF MEMBERS. SO PLEASE BE ON THE LOOKOUT FOR THEIR WEBSITE AND FIND OTHER EVENTS TO BE A PART OF. WOMEN OF COLOR FACE UNIQUE CHALLENGES IN THE WORK FORCE AND PLACES OF HIGHER EDUCATION. WE HAVE TO ACKNOWLEDGE THAT AND OWN THAT. IF WE DON’T, WE CAN’T CREATE CHANGE. IF WE DON’T CALL IT WHAT IT IS, WE CAN’T CREATE CHANGE AND CREATE POLICIES FOR THE BETTER. AT CEW, WE OWN IT AND USE RESEARCH AND DATA AND QUALITATIVE WORK ON BRING TO LEADERSHIP TO CHANGE THINGS ON THE BACK END. WHEN WE CHANGE POLICY ON BEHALF OF ONE PERSON, IT CHANGES POLICY FOR EVERYONE. IT RISES SHIPS FOR ALL. IT’S AN HONOR TO BE A PART OF ORGANIZATION. I HOPE YOU WILL STOP BY CEW TO STAY HI. I HAVE AN OPEN-DOOR POLICY. PLEASE STOP BY JUST TO SAY HI. WE ALSO JUST RENOVATED OUR SPACE SO IT’S WELCOME TO ANYONE. PLEASE COME, GET A FREE CUP OF COFFEE. MAKE YOURSELF KNOWN TO US. WE’RE HERE FOR YOU. WE HAVE CALLED OUR NEW SPACE THE HOME AWAY FROM HOME. I TRULY HOPE WHEN YOU SHOW UP THERE, THAT’S HOW IT FEELS TO YOU, A WELCOMING HOME-LIKE ENVIRONMENT. WE WILL BE LAUNCHING A COUPLE NEW PROGRAMS I WANTED TO MAKE YOU AWARE OF. IN AUGUST WE WILL LAUNCH THE ACCOUNTS MODULE. THE TOOL KIT FOR SUPPORTING STUDENTS SUCCESS. THE IDEA BEHIND IT IS ALL OF US AS STAFF PLAY AN INTEGRAL ROLE IN WHAT ACADEMY SUCCESS MEANS AT THIS UNIVERSITY. WE MAY BE THE ONLY PERSON THAT A STUDENT FEELS COMFORTABLE WITH. THEY IDENTIFY US AS THE PERSON THEY ARE COMFORTABLE WITH. THE TOOL KIT IS INTENDED TO PROVIDE YOU WITH ADDITIONAL RESOURCES FOR HOW YOU CAN SUPPORT NONTRADITIONAL STUDENTS. I HOPE YOU WILL TAKE PART IN IT. IT WILL BE LAUNCHED CAMPUS WIDE IN COLLABORATION WITH HUMAN RESOURCES AND ORGANIZATIONAL LEARNING. I HOPE WHEN YOU SEE IT, YOU WILL JOIN VOLUNTARILY AND ENCOURAGE OTHER STAFF IN YOUR OFFICE TO PARTICIPATE AS WELL. FINALLY, I WOULD LIKE TO ACKNOWLEDGE THE GENEROSITY OF ALL CONFERENCE SPONSORS. IF YOU TAKE A LOOK AT THE BACK OF YOUR PROGRAM, THEY ARE ALL LISTED BACK THERE. IT’S AN AMAZING GROUP OF ORGANIZATIONS THAT HAVE PUT THEIR MONEY AND THEIR TIME BEHIND THIS CONFERENCE. SO WE HAVE TO ACKNOWLEDGE THAT THOSE CONTRIBUTIONS ARE WHAT MAKE TODAY AND THE 37 YEARS OF THIS CONFERENCE POSSIBLE. IF THOSE OF YOU WHO ARE AFFILIATED WITH ONE OF ORGANIZATIONS COULD STAND. I WOULD GREATLY APPRECIATE IT SO A FACE IS PUT TO THE ORGANIZES. TIAA IS STANDING RIGHT BACK THERE. I WOULD ALSO LIKE TO PAY SPECIAL THANKS TO UNIVERSITY PARTNERS INCLUDING THE OFFICE OF PROVOST. WE HAVE REPRESENTATIVES HERE. MICHIGAN MEDICINE. D HUNT. UNIVERSITY RESOURCES AND VOICES OF THE STAFF. LAURITA THOMAS WHO WAS THE BRAIN CHILD OF VOICES OF THE STAFF. AS A PARTICIPANT IN IT, I TRULY FELT WHAT I SUGGESTED AND WHAT MY TEAM SUGGESTED MADE A DIFFERENCE. THAT’S AN AMAZING FEELING AT THE UNIVERSITY. THANK YOU TO YOU, LAURITA AS WELL AS THE DEPARTMENT OF AFRICAN AND AFRICAN AMERICAN STUDIES AND THE COLLEGE OF ARTS AND ROSS SCHOOL OF BUSINESS. TIAA HAS BEEN A MAJOR SPONSOR TO THIS CONFERENCE AND I GREATLY APPRECIATE THEIR GUIDANCE, PERSPECTIVE AND CONTINUED SUPPORT OF NOT JUST THIS BUT MANY CEW INITIATIVES WE HOLD THROUGHOUT THE YEAR. MANY OF THE REPRESENTATIVES ARE HERE FROM OFFICES ACROSS THE COUNTRY. I WOULD LIKE TO HIGHLIGHT A FEW. DOUG AND JULI, I KNOW TERESA WILL BE JOINING US. SHAR. AND THERE ARE A COUPLE PEOPLE WORKING A BOOTH AT THE MICHIGAN LEAGUE. IF YOU COULD ALL JUST PLEASE STAND TO BE RECOGNIZED. THEY ARE MAJOR CONTRIBUTORS TO THIS CONFERENCE. WITHOUT THEIR SUPPORT, TODAY WOULD NOT BE POSSIBLE. NOW I WOULD LIKE TO TURN THE MIC OVER TO DEE HUNT. PLEASE HELP ME WELCOME HER TO THE PODIUM. GOOD MORNING, EVERYONE. YOU LOOK GREAT STANDING HERE. THIS ROOM IS FULL. SO WELCOME AGAIN. TO THE 37TH CONFERENCE. THIS IS AMAZING. SO THERE’S ONLY A COUPLE PEOPLE AND MAYBE ONE WHO HAVE BEEN AROUND FOR MORE THAN 35 OR 37 YEARS. SO TO THOSE WE THANK YOU FOR EVEN MOVING THIS FORWARD. FROM TODAY WE JUST WANT TO TALK ABOUT HOW WE MOVE FORWARD. SO WE’RE ANOTHER, THIS IS ANOTHER OPPORTUNITY FOR US TO COME TOGETHER, THANKFUL THAT WE CAN HAVE OUR STAFF, OUR FACULTY, OUR STUDENTS, FRIENDS AND FAMILIES TO JOIN US FOR A DAY OF LEARNING. AND THAT’S WHAT THIS IS GOING TO BE. A DAY OF LEARNING. WE’RE GOING TO BE TALKING ABOUT CAREER EDUCATION, WE’RE GOING TO TALK ABOUT DIVERSITY AND INCLUSION STRATEGIES. HOW WE MANAGE STRESS AS WOMEN. IT’S GOING TO BE VERY HELPFUL AND MENTORING. WHATEVER WE LEARN, WE NEED TO LEARN HOW TO PASS IT ON. SO THOSE COMING AFTER US, WILL HAVE A BETTER OPPORTUNITY THAN WE DO. ANNUALLY, THIS CONFERENCE PROVIDES SO MANY LEARNING OPPORTUNITIES. THIS IS MY SECOND CONFERENCE AS AN EMPLOYEE OF THE UNIVERSITY OF MICHIGAN. SO I’M EXCITED TO BE HERE. BUT TODAY WE WILL BE HEARING FROM A PANEL OF WELL-KNOWLEDGEABLE LEADER IN THIS WORK THAT WILL HELP US MOVE FORWARD. LET US NOT FORGET THAT. WE WILL BE LEARNING SOMETHING SO WE SHOULD BE LISTENING AS WE LEARN BECAUSE THIS IS INFORMATION THAT IS GOING TO BE VERY VALUABLE TO US WHETHER WE ARE AT WORK, AND WHETHER WE’RE AT HOME. WE CAN TAKE THIS INFORMATION AND USE IT WISELY. YOU WILL ALSO LEARN NOT ONLY FROM THE PRESENTERS AND THE PANEL GUESTS, BUT THOSE SITTING IN THE SEATS NEXT TO YOU. TAKE ADVANTAGE OF THEIR WISDOM AND KNOWLEDGE AS WELL. SO WE’RE HERE TODAY TO LEARN TO LISTEN, TO SHARE AND PARTICIPATE IN SOMETHING. SO WHAT I WOULD LIKE YOU TO DO IS TO PARTICIPATE AND WHAT OUR THEME IS. AMPLIFYING VOICES. THIS IS A GREAT AUDITORIUM TO TASK THIS. SO WHY DON’T WE USE OUR VOICES TO SAY WE’RE MOVING FROM DIVERSITY TO INCLUSION. OKAY. ALL AT ONCE. I USED TO BE A CHOIR DIRECTOR. DON’T EMBARRASS ME. SO WE’RE GOING TO SAY TOGETHER, MOVING FROM DIVERSITY TO INCLUSION. ALL RIGHT. MOVING FROM DIVERSITY TO INCLUSION. NOW THAT WAS ALL RIGHT. I KNOW THIS CAN BE DONE BETTER. SO, THAT WAS OUR TEST. LET’S JUST DO IT AGAIN. MOVING FROM DIVERSITY TO INCLUSION. YOU SEE THAT. THAT WAS REALLY GOOD. THANK YOU. [APPLAUSE] SO TAKE THE TIME TODAY TO PUT WHAT YOU LEARN INTO ACTION. DON’T JUST SIT HERE AND TAKE IT AND WALK AWAY. PUT IT INTO ACTION. AND THAT’S WHAT MOVING IS. MOVING IS MOVING TOWARDS SOMETHING. SO A QUOTE THAT I FOUND WAS MOTIVATION IS KNOWING YOU ARE LEARNING, YOU ARE GROWING. AND YOU ARE SUCCEEDING TOWARDS YOUR DESIRED OUTCOME WHILE SUSTAINING POSITIVE MOMENTUM. LET’S NOT STOP MOVING. LET’S KEEP MOVING UNTIL DIVERSITY TO INCLUSION FOR ALL. SO WHAT WE NEED TO DO IS AMPLIFY OUR VOICES, NO MATTER WHERE WE ARE. WE NEED TO BE HEARD. WE SHOULD BE HEARD. AND WE’RE VERY KNOWLEDGEABLE WOMEN AND MEN WHO SHOULD BE LISTENED TO AT ALL TIMES. I’M SO EXCITED FOR THE PANEL YOU’RE HERE AND THE KEYNOTE PANEL. I ENCOURAGE YOU ONCE AGAIN TO TAKE WHAT YOU LEARNED. PUT IT INTO ACTION. LET’S MOVE FORWARD AND HAVE A WONDERFUL DAY. [APPLAUSE]>>GOOD MORNING, EVERYONE. IT’S OUR DISTINCT HONOR FROM TIA A TO BE THE PLATINUM BRING YOU GREETINGS FROM TIAA THIS YEAR. I AM A PROUD ALUMNI OF THE UNIVERSITY OF MICHIGAN DEER BORN AND A PROUD MOM OF A UNIVERSITY MICHIGAN FLINT INCOMING FRESHMAN AND ONE MORE AT HOME. I WILL GET HER HERE AT CENTRAL CAMPUS. I REALLY APPRECIATE THE OPPORTUNITY TO SPEAK WITH YOU TODAY ESPECIALLY ABOUT DIVERSITY INCL INCLUSION, TIAA HAS BEEN ON ITS OWN JOURNEY. BACK IN 2016, WE ACTUALLY STARTED A COMPANY WIDE JOURNEY TO INCLUSION. WE RECOGNIZE VERY QUICKLY AS MANY OF THE OTHER SPEAKERS HAVE DISCUSSED TODAY IS THAT DIVERSITY IS A START BUT INCLUSION IS TRULY THE DESTINATION. AND SO WE STARTED WITH A COMPANY WIDE INDIVIDUAL GROUPS WHERE WE HAD SMALL GROUPS OF EMPLOYEES DISCUSS DIVERSITY, INCLUSION AND MORE IMPORTANTLY GO OVER BIASES AND WAYS TO OVERCOME AND MAKE SURE AS MANY HAVE NOTED, THE JOURNEY AND DESTINATION IS NOT JUST THAT SEAT AT THE TABLE BUT A VOICE AT THE TABLE AND A VOICE THAT CAN BE HEARD. FOR OVER 100 YEARS, WE HAD THE PRIVILEGE, THE PLEASURE OF WORKING WITH ALL OF YOU HERE AT THE UNIVERSITY OF MICHIGAN. AND SINCE 1919, WHEN THE UNIVERSITY OF MICHIGAN BECAME TIAA’S VERY FIRST CLIENT, THIS MARRIAGE CAME TOGETHER. WE LOOK FORWARD TO CONTINUING TO LEARN FROM THIS CONFERENCE EVERY YEAR BECAUSE MANY OF THE TEACHINGS WE HAD OVER THE PAST 20 YEARS WE HAD AN ASSOCIATION WITH THE CONFERENCE, WE HAVE TAKEN THOSE LEARNINGS BACK, PUT IT INTO OUR PROGRAMS AND I AM VERY EXCITED TO SEE WHAT THE PANEL HAS TO BRING TODAY. SO, THANK YOU ALL. AND WE APPRECIATE TO CONTINUE OUR JOURNEY TOGETHER TODAY AND ENJOY THE CONFERENCE. THANK YOU. [APPLAUSE]>>HI Y’ALL. HOW ARE YOU DOING THIS MORNING? ISN’T THERE ALWAYS A SENSE OF REUNION? A SENSE OF RENEWAL. A SENSE OF REINVESTMENT IN OURSELVES ON THIS DAY. I THINK IT’S ONE OF BEST DAYS ON THE UNIVERSITY CALENDAR. AND I HOPE YOU WILL APPRECIATE THAT HOW MANY OF YOU IS THIS YOUR FIRST CONFERENCE? WOW. AT LEAST A THIRD OF THE AUDIENCE. YOU WILL BE BACK NEXT YEAR. ABSOLUTELY. HOW MANY OF YOU HAVE BEEN TO MORE THAN 10 CONFERENCES? THAT’S INCREDIBLE. THANK YOU FOR YOUR INVESTMENT IN YOURSELF. AMPLIFYING VOICES. LET’S THINK ABOUT TOMORROW NIGHT’S GAME. NO MATTER WHICH MICHIGAN INSTITUTION YOU WILL BE ROOTING FOR, I KNOW WHERE I WILL BE. LET’S IMAGINE THIS IS CHRYSLER CENTER. AND WE’RE DOWN TO 72-72. AND YOU WANT TO TELL THE TEAM THAT YOU BELIEVE IN THEM. AND YOU BELIEVE IN YOURSELF. LET’S HEAR A CHEER. AMPLIFYING VOICES FOR YOURSELVES. OKAY. [CHEERS AND APPLAUSE] >>GO BLUE. BUT I HAVE FAMILY MEMBERS WHO WILL BE SAYING GO GREEN. AND EVERYONE WILL COME OUT A WINNER BECAUSE THEY’RE BATTLING FOR A CHAMPIONSHIP. AND THAT’S WHAT YOU’RE DOING TOO. YOU’RE CREATING THE CHAMPION IN YOU. YOU’RE CREATING THE CHAMPION IN YOUR TEAM. AND YOU’RE CREATING THE VICTORS THAT ARE THE UNIVERSITY OF MICHIGAN BY YOUR MERE PRESENCE HERE TODAY. ONE OF KEY ASPECTS IS LEARNING OUR STORIES ABOUT EACH OTHER IN THE JOURNEY TO INCLUSION. WHAT I WOULD LIKE YOU TO DO RIGHT NOW IS BEGIN THE NETWORKING ATTRIBUTE OF THIS CONFERENCE. THOSE OF YOU THAT ARE SITTING WITH PEOPLE YOU KNOW, I WANT YOU TO STRETCH OUT AND MEET SOMEONE YOU HAVE NEVER MET BEFORE OR SOMEONE YOU KNOW A LITTLE BIT ABOUT. I BELIEVE THERE’S NO POWER GREATER THAN A COMMUNITY DISCOVERING WHAT IT CARES ABOUT. SO I WANT YOU TO INTRODUCE YOURSELVES TO AT LEAST ONE IF NOT TWO OTHER PEOPLE YOU HAVE NEVER MET AND SHARE SOMETHING THAT YOU CARE ABOUT. RIGHT NOW. GO TO IT. MEET SOMEONE YOU HAVE NEVER MET BEFORE. 10, 9, 8, 7, 6, 5, 4, 3, 2, 1. LET’S COME BACK TOGETHER. YEAH, THE VOICES. I IMAGINE YOU SHARED WHAT YOU CARE ABOUT. THAT YOU CARE ABOUT LEARNING. THAT YOU CARE ABOUT FAMILY. I IMAGINE YOU SHARED YOU ARE LEARNING AND YOU CARE ABOUT THAT JOURNEY AND I IMAGINE YOU CARED ABOUT WORK AND COMMUNITY SERVICE AND OTHER MANY, MANY THINGS THAT MAKE UP WHO WE ARE. BUT IN AMPLIFYING THE VOICES THAT YOU JUST DID, AS LOUD AS YOU SHOUTED FOR TOMORROW NIGHT, YOU MAKE A DIFFERENCE IN THE POWER THAT YOU OWN IN YOUR DAILY JOURNEY, DOING YOUR CAREER AT THE UNIVERSITY OF MICHIGAN. I THANK YOU FOR THAT AND I INVITE YOU TO INCREASE THAT POWER WITH YOUR INTERACTION TODAY. MAKE THE MOST OF EVERY MOMENT THAT YOU HAVE. AND LEARNING FOR YOURSELF AND LEARNING OTHERS’S STORIES OWNING THOSE STORIES AND LETTING THOSE INSPIRE YOU FOR THE FUTURE AS WE ALL MOVE TOGETHER TO INCLUSION. I WOULD BE REMISS IF YOU DIDN’T ASK CURRENT AND FORMER MEMBERS OF STAFF WHO HAVE BEEN THE VOICES FOR 12 YEARS IF YOU WOULD PLEASE STAND AND RECEIVE OUR THANK YOU FOR THE WORK YOU DO TO MAKE THE UNIVERSITY A BETTER PLACE FOR THE MEMBERS OF THE STAFF OF THE UNIVERSITY. VOICES IS IN ITS RECRUITMENT SEASON AND THERE’S A TABLE AT THE MICHIGAN LEAGUE SO IF YOU WOULD LIKE TO LEARN MORE ABOUT THE WORK. THE VOICES DOES ON YOUR BEHALF, STOP AND INTERACT WITH THE FOLKS AT THE TABLE. MY SINCERE APPRECIATION TO ALL OF THE SPONSORS PARTICULARLY TIAA WHO BY SUPPORTING US MAKES A MAJOR INVESTMENT IN EDUCATION AND THEY HAVE DONE THAT FOR AS LONG AS HAS BEEN MENTIONED, 2003. I KNOW THE SPIRIT IN INVESTMENT IN EDUCATION WAS ALREADY THERE. NOW, DO MORE. MORE FOR YOURSELF, MORE FOR YOUR FAMILIES. MORE FOR YOUR TEAMS, MORE FOR THE UNITS, MORE TO MAKE THE UNIVERSITY OF MICHIGAN A PREMIERE EMPLOYER FOR OUR BEAUTY, OUR RICHNESS, OUR LEARNING, OUR CORRECTING OUR MISTAKES, OWNING IT AND MOVING FORWARD ON THE JOURNEY TO INCLUSION. HAVE A WONDERFUL DAY. AND NOW THE PANEL.>>GOOD MORNING. MY NAME IS — GOOD MORNING. MY NAME IS SERENA KILL, I AM THE ADMINISTRATE ARE OF THE IMMUNOLOGY PROGRAM AT UNIVERSITY OF MICHIGAN AND PART OF THE WOMEN OF COLOR TASK FORCE. WE WOULD LIKE TO ACKNOWLEDGE THE UNIVERSITY OF MICHIGAN WAS FOUNDED THREE THE TREATY IN 1817 WHEN THREE FIRES CONFEDERACY AND OJIWA AND THE SENECA, DELAWARE, SHAWNEE AND WYANDOTTE NATIONS CEDED PORTIONS OF THEIR LAND SO THEIR CHILDREN COULD BE EDUCATED. THE PURPOSE OF THE STATEMENT IS TO SHOW RESPECT FOR INDIGENOUS PEOPLES. OFTEN THEIR STORIES ARE FORGOTTEN. I AM DELIGHTED TO WELCOME TO OUR 37TH ANNUAL CAREER CONFERENCE OUR PANEL OF ACCOMPLISHED THOUGHT LEADERS AND TRAILBLAZERS. OUR PANELISTS THIS MORNING WILL GIVE INSIGHT AND UNDERSTANDING ON MULTICULTURAL ISSUES, HELP OUR AUDIENCES CONSIDER PERSPECTIVES OTHER THAN THEIR OWN, ENCOURAGE CIVIL DEBATE AS WELL AS BROADEN THE BASIS FOR CULTURAL THOUGHT AND PROMOTE CULTURAL UNDERSTANDING. PANELISTS ARE DOERS WHO CHALLENGE MAINSTREAM ASSUMPTIONS AND PROVIDE A FORUM FOR US TO DEEPEN OUR KNOWLEDGE AND AWARENESS OF ISSUES FOR CHANGE IN OUR GLOBAL SOCIETY. THEY WILL DISCUSS THE STRATEGIES THAT CORPORATIONS AND INSTITUTIONS CAN IMPLEMENT TO CREATE A MORE INCLUSIVE WORK PLACE. TODAY WE ARE HERE TO ACTIVELY LISTEN TO A DISCUSSION AMONGST OUR OWN. DISTINGUISHED LIFELONG EDUCATOR. ASSISTANT PROVOTE, DILIP DAS, LAURITA THOMAS AND CYNTHIA BOWMAN. FACILITATING THIS DISCUSSION IS TARYN PETRYK. TARYN HAS NEARLY 20 YEARS OF PROGRESSIVE EXPERIENCE TEACHING COURSES, OVERSEEING RESEARCH TEAMS AND TRAINING STUDENTS, STAFF AND FACULTY ON ISSUES OF SOCIAL INEQUALITY, INEQUITY AND AS AN EXPERIENCED LEADER IN DIVERSION AND INCLUSION, SHE’S IS PASSIONATE TO CREATE INDIVIDUAL WAYS FOR GROUPS TO EXPLORE HOW THEIR OWN IDENTITY, BACKGROUND AND FAMILY EXPERIENCES AFFECT THEIR PERCEPTION IN INEQUITIES WHICH EXIST IN OUR SOCIETY. PLEASE JOIN US IN WELCOMING OUR VERY OWN ALLY WITH A SOLD BACKGROUND IN DIVERSION AND INCLUSION, TARYN PETRYK.>>DR. DAS IS A LIFELONG EDUCATORS WHO BEGAN HIS CAREER AS PUBLIC SCHOOL TEACHER AND COACH IN MINNESOTA AND AN INTERNATIONAL SCHOOL BIOLOGY TEACHER IN THE INDIA. A SIGNIFICANT FOCUS OF HIS CURRENT WORK AS ASSISTANT PROVOST AT THE UNIVERSITY OF MICHIGAN IS ON ACCESS AND SUCCESS FOR FIRST GENERATION COLLEGE PELL GRANT RECIPIENTS. DR. DAS CREATES NEW OPPORTUNITIES FOR PROGRESSIVE PARTNERSHIPS. MAKING CONNECTIONS, DRAWING PEOPLE AND GROUPS TOGETHER TOWARD SIMILAR GOALS, MENTORING IS ESSENTIAL TO HIS ROLE. UNDOUBTEDLY, IF YOU’RE LOOKING FOR AN ESSENTIAL READING LIST OF MUST-READ BOOKS TO STAY WOKE, CHECK OUT THE BOOK SHELF IN HIS OFFICE. PLEASE JOIN US IN WELCOMING THE WELL-READ AND RESPECTED DR. DAS. LAURITA THOMAS IS ASSOCIATE VICE PRESIDENT FOR HUMAN RESOURCES AT THE UNIVERSITY OF MICHIGAN AND QUITE SIMPLY A NATIONAL TREASURE. SHE IS RESPONSIBLE FOR HUMAN RESOURCES POLICY FOR ALL U OF M CAMPUS. HER CAREER SPANS ROLES IN THE FINANCIAL INDUSTRY, HIGHER EDUCATION AND HEALTHCARE. SHE SERVES A LEADER IN HR OPERATIONS. AND SHINES TO RUN LEASH THE FULL POTENTIAL OF PEOPLE. SHE IS A RECOGNIZED LEADER AT THE UNIVERSITY OF MICHIGAN AND THROUGHOUT THE COUNTRY. THE TYPE OF LEADER WHO TAKES THE TIME TO CREATE OPPORTUNITIES FOR OTHERS. AS MANY OF YOU KNOW LAURITA HAS THE EXTRAORDINARY ABILITY TO BRING WORDS TO LIFE. PLEASE JOIN US IN WELCOMING EVERYONE’S ROLE MODEL, LAURITA THOMAS.>>THANK YOU. CYNTHIA BOWMAN IS CHIEF DIVERSITY AND INCLUSION OFFICER FOR BANK OF AMERICA. FOCUSED ON LEADING PROGRAMS, INITIATIVES AND POLICIES THAT ACTIVELY SUPPORT THE BANK’S INCLUSIVE WORK PLACE. CYNTHIA IS RESPONSIBLE FOR KEEPING DIVERSITY AND INCLUSION AT THE FOREFRONT FOR MANAGERS THROUGHOUT THE COMPANY. MS. BOWMAN BEEN RECOGNIZED AS ONE OF MOST POWERFUL AND INFLUENTIAL WOMEN AND DIVERSITY MAGAZINE AS ONE OF TOP EXECUTIVES UNDER 50. SHE WAS ALSO HONORED BY BLACK ENTERPRISE AS A TOP EXECUTIVE IN CORPORATE DIVERSITY. WHEN A LAW RESTRICTING TRANSGENDER BATHROOMS RIGHTS TOOK AFFECT IN NORTH CAROLINA, IGNITING A NATIONAL BACKLASH, CYNTHIA WAS ONE OF THE BANK OF AMERICA EMPLOYEES TO TALK ABOUT. SHE CREATED COURAGEOUS CONVERSATIONS. HER IDEA WAS TO CREATE A MORE INCLUSIVE WORK PLACE TO ESTABLISH AN OPEN DIALOGUE THROUGH A MESSAGE BOARD AND EMPLOYEE EVENTS. A FEW SUMMERS AGO DURING THE HEIGHT OF THE BLACK LIVES PROTEST, BANK OF AMERICA ORGANIZED A TALK TO DISCUSS THE UNREST THAT HAD FALLEN ACROSS THE CITIES. BOWMAN BELIEVES IN OPENING UP THE DIALOGUE TO CREATE BETTER EMPATHY AND BETTER UNDERSTANDING. PLEASE WELCOME OUR KEYNOTE SPEAKER AND ACCOMPANYING ACTIONS THAT EMBOLDEN DIVERSITY, EQUITY AND INCLUSION.>>THANK YOU SARENA. THAT IS BY FAR ONE OF THE BEST SET OF INTRODUCTIONS I HAVE EVER HEARD. LET’S GIVE SARENA A ROUND OF APPLAUSE.>>THAT WAS AMAZING. GOOD MORNING EVERYBODY. THANK YOU SO MUCH, THANK YOU. LET’S HEAR THAT AGAIN. WE NEED TO KEEP DOING THAT. GOOD MORNING. WE ARE REALLY EXCITED TO BE HERE WITH EVERYBODY THIS MORNING. AND TO TALK THROUGH HOW DOES DIVERSITY EQUITY INCLUSION PLAY OUT IN HIGHER EDUCATION AND IN THE WORLD OF BUSINESS. WE WANT TO REALLY MAKE THIS A FACILITATED CONVERSATION WHERE WE’RE, WE’LL SAY IT’S INFORMALLY FORMAL. WE HAVE A SET OF QUESTIONS AND SEE WHAT COMES UP IN THE CONVERSATION. SO WE INVITE OUR PANELISTS TO BE THEIR MOST AUTHENTIC, HONEST PERSONAL SELVES AS YOU SEE BRINGING FORWARD THE WORK YOU HAVE DONE AND SHARING YOUR EXPERIENCES AND JOURNEYS WITH US. WE CANNOT TALK ABOUT INCLUSION WITHOUT TALKING ABOUT IDENTITY. AND WHEN WE SAY IDENTITY AND TALK ABOUT IDENTITY, WE MEAN THE BROAD SPECTRUM ACROSS THE BOARD. AS WE MOVE THROUGH OUR CONVERSATION AROUND DIVERSITY AND INCLUSION, IDENTITIES WE ARE MOVING FORWARD. WE KNOW THAT THESE CONVERSATIONS CAN BE DIFFICULT TO TALK ABOUT. WHEN WE WANT TO RAISE AND NORMALIZE CONVERSATIONS AROUND RACE, GENDER AND SEXUAL ORIENTATION, THAT CAN BE DIFFICULT. WHAT WE HOPE IS THAT WE CAN DO THAT. THAT WE CAN DO THAT HERE AND POTENTIALLY NAME ISSUES, TALK ABOUT THE POSITIVE SUCCESSES AND WHERE DO WE SEE THE FUTURE GOING. WE INVITE ALL OF US TO PARTICIPATE AND THINK ABOUT WHAT IS OUR ROLE IN MOVING THE WORKED FOR AS WELL. SO I WOULD LOVE TO START WITH JUST MORE OF A PERSONAL QUESTION FOR OUR PANELISTS WHAT WAS YOUR PERSONAL PATH OUR JOURNEY THAT LEAD YOU TO WANT TO PURSUE EQUITY INCLUSION IN YOUR CAREER? WE KNOW THERE’S OUR PERSONAL LIFE, OUR CAREER LIFE AND SOMETIMES THEY ARE SEAMLESS AND SOMETIMES THEY’RE NOT. WHAT WERE ONE OR TWO MOMENTS THAT REALLY BROUGHT YOU TO WANT TO BE HERE. WANT TO BE IN THIS SPACE 24/7. WE’LL START WITH CYNTHIA.>>FIRST OF ALL, THANK YOU SO MUCH FOR HAVING ME. THIS INSTITUTION HAS A SPECIAL PLACE IN MY HEART. I FEEL IT’S GREAT TO HAVE A CONVERSATION WITH SUCH AN AMAZING AUDIENCE. SO THANK YOU. I GO BACK TO WHEN I WAS YOUNGER. SO HOW MANY PEOPLE ARE FAMILIAR WITH CAMDEN, NEW JERSEY? IF I ASKED YOU WHAT YOU KNEW ABOUT CAMDEN, I WOULD GUESS THAT THERE ARE SOME AMAZING STORIES ABOUT REVITALIZATION BUT MANY TIMES PEOPLE THINK ABOUT POVERTY OR INADEQUATE SCHOOL SYSTEMS, HIGH CRIME RATES. I WAS RAISED IN CAMDEN UP UNTIL THE FIFTH GRADE. I WAS AT PARK SIDE ELEMENTARY AND REMEMBER HAVING INSTRUCTORS THAT SIMILAR TO MY MOTHER ALWAYS INSTILLED IN ME THE VALUE THAT I CAN DO OR ACHIEVE ANYTHING I WANTED TO DO IN LIFE. AND MY MOTHER DECIDED AROUND THE 5TH GRADE TO MOVE FROM CAMDEN TO DENVER, COLORADO, MAY BE IT WAS BECAUSE SHE VIEWED THERE WAS BETTER SCHOOLS AND ENVIRONMENT, PACKED UP AND MOVED. SHE SENT FOR MY BROTHER AS WELL AS MYSELF AND WE MOVED TO DENVER. I REMEMBER AFTER A COUPLE OF WEEKS OF SCHOOL, I CAME HOME AND TOLD MY MOM I WAS NOT BEING CHALLENGED. MIND YOU, WHILE I WAS IN CAMDEN, NEW JERSEY, I WAS PART OF AN ACADEMICALLY CHALLENGED PROGRAM. I REMEMBER DR. SMITH WHO INSPIRED ME TO BE MY BEST. I HAD TEACHERS LIKE THAT WHILE IN CAMDEN. TO COME INTO AN ENVIRONMENT WHERE I SIMPLY DID NOT FEEL CHALLENGED OR SOMEONE MADE AN ASSUMPTION ABOUT ME WAS NOT NATURAL TO ME. WHAT I LEARNED EARLIER IN LIFE IS THAT PEOPLE MAKE PERCEPTION OF YOU IN ONE-10TH OF A SECOND AND 30 SECONDS THOSE PERCEPTIONS ARE INFORMED. WHEN THEY RECEIVE NEW INFORMATION, IT’S HARD TO CHALLENGE THE NEW PERCEPTION. IF IT’S I’M A BLACK STUDENT IN A PREDOMINANTLY BLACK ENVIRONMENT OR THEY KNEW WHERE I CAME FROM, I REALIZED EARLY AS A CHILD HOW ASSUMPTIONS AND BIASES AFFECT SOMEONE IN THEIR OWN MIND SET ABOUT WHAT THEY CAN ACHIEVE. THAT REALLY STAYED WITH ME THROUGHOUT MY LIFE. WHETHER TIMES IN CORPORATE AMERICA DNI HAS BEEN FUNDAMENTAL. IN THE ROLE I HAVE IN CORPORATE AMERICA IS REALLY IMPORTANT TO LEVERAGE DIFFERENCE FOR THE POWER OF GOOD AND TO CHALLENGE OUTCOMES, SUCH THAT EXPERIENCE I RECEIVED IS NOT THE NORM FOR OUR STUDENTS IN THE WORLD TODAY.>>WE CAN CLAP THAT OUT. DILIP OR LAURITA.>>THANK YOU. AGAIN. PRIVILEGE AND HUMBLED TO BE HERE IN THIS BEAUTIFUL, ALMOST DECADENT HALL. I WOULD SAY THIS, I WAS LUCKY ENOUGH TO BE RAISED AS WHAT IS KNOWN AS A THIRD CULTURE KID. WHICH MEANS THAT MY PARENTS CAME FROM VERY DIFFERENT WILDLY DIFFERENT CULTURES AND THAT ALLOWED ME TO LEARN ABOUT TWO DIFFERENT SPACES, TWO DIFFERENT PLACES WAYS OF THINKING AND THAT IN ITSELF IS A PRIVILEGE AND A BENEFIT TO LEARN IN THAT WAY. THE THIRD CULTURE MEANING YOU HAVE TO FIND YOUR WAY BETWEEN THOSE IN SOME WAY. THAT IS A GIFT. I’M ALWAYS APPRECIATIVE OF THAT. AND THEN WHEN I STARTED POST SECONDARY, I WAS DRAWN TO THE STUDY OF ECOLOGY BECAUSE IT SEEMED REALLY NATURAL TO ME, NO PUN INTENDED THAT THE IDEA OF THE STRENGTH OF ANY ECOSYSTEM DEPENDS ON THE HEALTH AND THE DIVERSITY OF ALL ORGANISMS IN IT. THAT SEEMS SO LOGICAL AND I WANTED, I WAS DRAWN TO THAT. AND THEN AS THE PHENOMENON OF DIVERSITY AND EQUITY AND INCLUSION TOOK HOLD IN LARGE AND SMALL INSTITUTIONS, I WAS ALSO DRAWN TO THAT. LIKE ECOLOGY IS THE SAME WAY. WE CANNOT HAVE A HEALTHY, VIGOROUS LIVELIHOOD ECOSYSTEM WITHOUT DIVERSITY AND INCLUSION. THAT’S A SHORT STORY OF HOW I GOT HERE.>>THANK YOU. [APPLAUSE]>>TARYN ASKED US THIS QUESTION IN THE BACK AND I WOULD PULL THE MIC BECAUSE I COULD TALK FOR A WHILE. SHE WILL CUT ME OFF. BUT HOW MANY OF YOU READ BECOMING BY MICHELE OBAMA? OH, MY GOODNESS. YOU’VE GOT WORK TO DO. GO RIGHT OUT OF HERE AND ORDER IT ON AMAZON. THOSE OF YOU WHO READ IT ARE SAYING YES. SHE TELLS HER STORY OF GROWING UP ON THE SOUTH SIDE OF CHICAGO AND BECOMING THE FIRST LADY AND LIVING IN THE WHITE HOUSE. IT’S A REMARKABLE STORY IN THE WAY SHE TELLS IT BECAUSE IT’S VERY REAL AND YOU CAN LEARN HOW TO TELL THE BEST OF YOUR STORY, THE CHALLENGES OF YOUR STORY, THE THINGS PEOPLE MAKE JUDGMENTS ABOUT IMMEDIATELY. SO I HAVE BEEN TRYING TO THINK ABOUT THAT QUESTION. AND MY IMMEDIATE ANSWER WAS I WAS BORN IN THIS JOURNEY. BUT THEY WERE TRIGGER MOMENTS THAT I WILL NEVER FORGET THAT I THINK INSPIRE YOU TO DO YOUR BEST. MANY OF YOU IN YOUR EXPERIENCES HAVE BEEN TOLD WHAT YOU WILL NEVER DO OR WHAT YOU CAN’T DO OR THAT’S NOT POSSIBLE FOR YOU. AND TOO OFTEN PEOPLE BELIEVE IT. WELL I HAD PARENTS THAT DIDN’T BELIEVE IT. AND SUPPORTED ME IN DOING STRANGE AND WEIRD THINGS AT THE TIME THAT EVEN NOW I THINK ABOUT COULD HAVE GOTTEN ME KILLED BUT THEY WERE IMPORTANT TO STAND FOR. SO IN THE 10TH GRADE CLASSROOM IN ONTARIO, CALIFORNIA, I WAS A MEMBER OF NATIONAL FORENSICS LEAGUE. WE HAD TO DEBATE IN OUR CLASSROOM. THE NAME I DREW AND THE TOPIC I DREW AND THE PERSON I WAS TO DEBATE ANNOUNCED VERY QUICKLY THAT HE WAS THE SON OF THE GRAND WIZARD AND REFUSED TO DEBATE ME. IN THAT AREA. AND THE DEBATE TEACHER SAID I GUESS YOU’RE LEAVING THE CLASS. AND YOU’LL FAIL THE CLASS FOR NONPARTICIPATION. SO HE CHOSE TO DO THE DEBATE. I DON’T EVEN REMEMBER THE TOPIC. BUT THE CLASS ROARED FOR MY PART OF THE DEBATE WHICH REPRESENTED THE STORIES OF SO MANY PEOPLE IN MY PLACE WHOSE STORIES I SHARED. HIS WAY OF ACCEPTING THE CLASS’S DECISION AS TO WHO WON THE DEBATE WAS TO SAY YOU ONLY WON BECAUSE OF WHITE BLOOD FLOWING IN YOU. I SAID LET’S HAVE A TALK ABOUT HOW THAT WHITE BLOOD GOT IN ME. [APPLAUSE]>>IN THAT SAME SCHOOL, WE HAVE GUIDANCE COUNSELORS. AND THE GUIDANCE, DESPITE MY GPA, THE GUIDANCE COUNSELOR SAID, WELL, YOU’RE COLORED AND YOU’RE OUT OF STATE. AND YOUR DREAM OF GOING TO THE UNIVERSITY OF MICHIGAN WILL NEVER HAPPEN. MY FATHER WAS FROM DETROIT, HIS FAMILY WAS FROM DETROIT AND ALL I HEARD ALL MY LIFE WAS ABOUT THIS PINNACLE IN ANN ARBOR, MICHIGAN AND HOW MY DAD WANTED US TO BE THE FIRST TO BREAK THE BARRIERS AND COME TO THE UNIVERSITY OF MICHIGAN. SO IT WAS THE DREAM OF MY FATHER AND ALL THAT INVESTED IN HIM AND MY MOTHER WHO SUPPORTED HIM WHO SAID I WILL DO EVERYTHING I CAN DO TO GET INTO THE UNIVERSITY OF MICHIGAN FROM CALIFORNIA. WHEN THAT HAPPENED, I BROUGHT WITH ME THE HERITAGE, THE LEGACY OF THE SACRIFICE OF A WHOLE COMMUNITY OF PEOPLE THAT WANTED THAT TO HAPPEN FOR ME. HAVING THAT HAPPEN DURING THE CIVIL RIGHTS MOVEMENT, ALL OF THE CAN’TS PUT IN FRONT OF US IN THE JOURNEY TO INCLUSION, WE MORE WE UNDERSTAND EACH OTHER’S STORIES AND WHAT DRIVES US AND CREATES OUR PASSION. THE MORE WE UNDERSTAND WHAT YOU HAVE ALREADY OVERCOME TO BE HERE, THE MORE WE UNDERSTAND THE DREAMS YOU HAVE FOR YOURSELF. AND FOR THOSE YOU CARE ABOUT. WHETHER THEY ARE YOUR CHILDREN, THE NEIGHBORHOOD OR THE CLASSROOMS WHERE THESE SHAPES HAPPEN. THE MORE WE CAN MAKE A DIFFERENCE.>>THANK YOU. [APPLAUSE]>>SO A COMMON THEME BETWEEN THE THREE OF YOU. YOU EACH CAME INTO THIS WORK FOR DIFFERENT REASONS BUT THE THEME IS IT’S CRITICAL MOMENTS, THE CRITICAL EXPERIENCES IN YOUR YOUTH OR THE FORMATION OF YOURSELF AND YOUR IDENTITY TO SAY, HEY, I WANT TO DO THIS FOR A LONG TIME AND MOVE THIS WORKED FOR AND BUILD COMMUNITY AND INCLUSION IN WAYS THAT MAY BE YOU DIDN’T EVEN HAVE THAT FOR YOURSELF AS YOU WERE GROWING UP. SO THANK YOU SO MUCH FOR THAT. WANT TO TAKE THREE MINUTES FOR YOU ALL JUST TO TURN TO SOMEBODY NEXT TO YOU TO SHARE WITH THAT PERSON WHY DO YOU CARE ABOUT DIVERSITY AND INCLUSION? WHY ARE YOU HERE? WHY ARE YOU AT THE WOMEN OF COLOR CONFERENCE? WHY ARE YOU LISTENING TO THESE FABULOUS PEOPLE? WE’RE JUST GOING TO DO THIS FOR THREE MINUTES. WANT YOU TO CONNECT WITH EACH OTHER TO CREATE THE VIBRANCY AND AMPLIFICATION OF THE VOICES. WE WILL TELL YOU WHEN THE THREE MINUTES ARE UP.>>OKAY, 10, NINE, EIGHT, SEVEN, SIX, FIVE, FOUR, THREE, TWO, ONE.>>SO HERE’S WHAT WE KNOW IF WE’RE GOING TO CONTINUE TO MAKE PROGRESS AND DIVERSITY AND INCL INCLUSION, WE NEED TO BE ABLE TO SHARE OUR STORIES WHY IT’S IMPORTANT TO US. SOMETIMES JUST BREAKING THAT ICE AND BEING ABLE TO TURN TO THE PERSON AND SAY THIS IS WHY I CARE, WE DON’T EVEN REALIZE PEOPLE CARE UNTIL WE ASK OR SHARE. WE HOPE AS YOU GO THROUGH THE REST OF THE DAY AND AS YOU MOVE FORWARD IN YOUR OWN WORK PLACE, YOU CAN POSE THESE QUESTIONS. THIS IS WHY I CARE. SOMETIMES YOU HAVE TO TAKE THIS INITIATIVE TOO. WE’RE GOING TO ASK A COUPLE QUESTIONS THROUGHOUT. BE PREPARED ON THAT END. WE ARE GOING TO SWITCH A LITTLE BIT AND TALK ABOUT OUR STRATEGIC WORK AND OUR PLANS AND THE MOMENTUM THAT HAS BEEN CREATED AT A NUMBER OF WORK PLACES AS WELL AS THE COUNTRY IN RAISING THE CONVERSATION AND REALLY SAY, WE’VE GOT TO TACKLE THIS AND MAKE A PRIORITY. A LOT OF TIMES, IT’S BECAUSE OF CRITICAL MOMENTS, JUST LIKE IN YOUR LIFE THAT BROUGHT YOU HERE. THERE ARE CRITICAL MOMENTS IN THE WORK PLACE THAT MAKE US SAY WE’VE GOT TO CHANGE. WE’VE GOT TO MAKE A DIFFERENCE. WHEN WE THINK ABOUT WHETHER THE UNIVERSITY OF MICHIGAN OR BANK OF AMERICA, YOU HAVE BEEN ON A JOURNEY. WHAT ARE SOME OF THOSE MOMENTS OF SUCCESS THAT YOU ARE PROUD OF, THAT YOU CAN SAY WE’RE DOING THIS RIGHT. WE FEEL GOOD ABOUT THIS. AND WHAT IS THAT? WHY DO YOU FEEL LIKE THAT IS MOVING US CLOSER TO INCLUSION.>>SO I’LL START. I THINK THAT AT OUR CORPORATION, I DON’T KNOW THAT I WOULD SAY FROM BUT IT’S AN AND. AND ONE OF THE REASONS IS WHEN I THINK ABOUT DIVERSITY, OUR GOAL IS TO MIRROR THE CLIENTS AND COMMUNITIES WE SERVE AT ALL LEVELS OF LEADERSHIP. CERTAINLY AS AN ORGANIZATION WE’RE OVER 50% WOMEN AS AN ORGANIZE. 45% RACIALLY ETHNICALLY DIVERSE. OUR NON-WHITE POPULATION CERTAINLY MIRRORS THE WORLD. WE HAVE THE LGBT COMMUNITY REPRESENTED AND WE ARE HIRING VETERANS. I WILL TELL YOU THOSE NUMBERS DON’T COME FROM A COMMITMENT AT THE TOP. OUR TOP POINT, OUR C.E.O. AND THE COMMITMENT OF LEADERSHIP TEAM, THIS IS JUST NOT ABOUT THE RIGHT THING TO DO BUT THE FACT IT’S IMPERATIVE FOR BUSINESS AND FOR US TO BE A VIABLE — >>IT CAN BE INTERACTIVE.>>FOR US TO BE A VIABLE ORGANIZATION. WE HAVE A QUESTION ABOUT IF YOU DON’T UNDERSTAND THE POWER OF WOMEN AS CONSUMERS AND WE NEED WOMEN TO OPEN UP THE DIALOGUE AND UNDERSTAND THE NEEDS OF OUR CLIENTS AND WHY THAT’S CRITICAL TO OUR SUCCESS, WE’RE NOT THINKING ABOUT THE RIGHT QUESTION AND TOP. [APPLAUSE]>>SO THE SECOND THING I WILL SAY IN ADDITION TO COMMITMENT THAT I THINK IS REALLY DRIVING CHANGE IS BEING VERY TRANSPARENT ABOUT THE ISSUES THAT WE TRULY NEED TO SOLVE FOR AS AN ORGANIZATION, AND DRIVING ACCOUNTABILITY IN A CULTURE OF INCLUSION WITH OUR LEADERSHIP AND MANAGERSING THAT CREATES A DIFFERENT SET OF OUTCOMES FROM ALLOWING US TO CONTINUE IT SEE THE PROGRESS WE MADE AS AN ORGANIZATION.>>THANK YOU.>>SO, DILIP AND LAURITA DO DIFFERENT TYPES OF WORK AT THE UNIVERSITY AND HAVE DIFFERENT WAYS OF APPROACHING DI WITHIN THE RESPECTIVE AREAS. FROM YOUR PERSPECTIVE AND YOUR AREA OF INFLUENCE, WHAT WOULD YOU SAY?>>MANY PEOPLE ASK ME WHAT IS DIFFERENT ABOUT OUR CURRENT STRATEGIC INITIATIVE AROUND DIVERSITY, EQUITY AND INCLUSION FROM THE ONES THAT HAVE COME FROM, FROM THE BLACK ACTION MOVEMENT TO THE MICHIGAN MANDATE TO OTHER TOP-DOWN LED COMMITMENTS IN THIS JOURNEY. ME ANSWER IS THIS PRESIDENT ASKED TO HEAR EVERY VOICE. HE CHALLENGED US TO MAKE THIS A GRASS ROOTS AS MUCH AS A TOP-DOWN COMMITMENT. HE CERTAINLY HAS BEEN COURAGEOUS IN THE COMMITMENT # THAT HE IS LEADING TO MAKE THIS CAMPUS ONE OF THE BEST IN THE JOURNEY TO INCLUSION. WHEN HE SAID I WANT TOWN HALLS AM I WANT TO GO OUT AND TALK TO PEOPLE. I WANT TO HEAR FROM PEOPLE. I WANT TO LEARN WHAT PEOPLE’S EXPERIENCES ARE. I BELIEVE THE BEST IDEAS ARE AMONG THE PEOPLE THAT ACHIEVE OUR MISSION EVERY SINGLE DAY OF TEACHING AND RESEARCH AND PATIENT CARE AND SERVICE TO THE COMMUNITY. AND SO HE LISTENED AND HIS LEADERSHIP TEAM LISTENED TO WHAT WE NEEDED TO DO TO MAKE A DIFFERENCE HERE. AND SO THEY WERE MANY LEARNINGS ALONG THIS PROCESS AND THERE WILL BE MANY MORE AS OUR IDENTITIES EVOLVE AND CHANGE AND WE NEED TO LEARN MORE ABOUT RESPECT FOR EACH OTHER. BUT I THINK A SINGULAR SUCCESS I WOULD POINT TO IS HOW MANY OF YOU HAVE PARTICIPATED IN THE UNCONSCIOUS BIAS TRAINING THAT WE HAVE REACHED 30,000. SO MOST OF YOU PROBABLY HAVE EXPERIENCED IT. AND EVERY SINGLE PERSON THAT HAS GONE TO THAT COURSE LEARNS SOMETHING ABOUT THEMSELVES. AND IN LEARNING ABOUT THEMSELVES, AND WHAT OTHERS PERCEPTIONS ARE OF THOSE STEREOTYPES ET CETERA, EVERY SINGLE PERSON MADE A COMMITMENT TO BE MORE AWARE, TO BE MORE OPEN. TO UNDERSTAND HOW BIASES CONFRONT OPPORTUNITY AND POSSIBILITIES. AND I THINK WITH EVERYBODY PAYING ATTENTION TO THAT, I BELIEVE WE’LL HAVE MORE OPPORTUNITY TO ACHIEVE OUR GOALS THAN WE’VE HAD IN THE PAST WITH JUST THIS IS IMPORTANT SO DO IT.>>THANK YOU.>>SO LET ME JUST SAY THIS, THAT THE DEI STRATEGIC PLAN WHICH THE PRESIDENT LAUNCHED IN 2016 IS HISTORIC AND UNPRECEDENTED ON ANY CAMPUS IN THIS COUNTRY, AND IT’S A SIGNIFICANT AND I WILL USE THE WORD LAURITA USED COURAGEOUS INVESTMENT AND YOU CAN’T HAVE PROGRESS WITHOUT INVESTMENT. WE MUST MOVE THE NEEDLE ON THIS. LET ME ALSO UNDERLINE THE FACT, THE FIVE YEAR STRATEGIC PLANS ARE THERE ARE 99 DEI LEADS. AND 75% OF THOSE DEI LEADS ARE WOMEN. WHOSE DRIVING CHANGE ON THIS CAMPUS? WOMEN. ONE THIRD BY MY COUNT OF THOSE 99 DEI LEADS ARE WOMEN. WHO IS DRIVING CHANGE ON THIS CAMPUS, WOMEN OF COLOR. I WOULD ALSO SUGGEST THAT THE INVESTMENT THAT I SPEAK OF IS NECESSARY BECAUSE IF WE’RE NOT GOING TO MAKE ANY, IF WE’RE GOING TO MAKE CHANGE, WE HAVE TO INVEST. WE ALL KNOW IN THE LAST 30 YEARS, THERE’S BEEN A TREMENDOUS DISINVESTMENT IN BOTH K-12 EDUCATION AND HIGHER EDUCATION. AND THAT’S FALLEN ON THE BACKS IN TERMS OF PAYING FOR COLLEGE ON STUDENTS AND FAMILIES THEMSELVES. WHICH OFTEN PROVIDE, MEAN TREMENDOUS LOAN VOLUME, ALTHOUGH U OF M HAS DONE A SIGNIFICANT STEP IN REDUCING LOANS AND PROVIDING VIA THE GLOBAL GUARANTEE OPPORTUNITIES TO COME TO COLLEGE WITH MINIMAL LOAN. IT ALSO REQUIRES REINVESTMENT BACK INTO THE K-12 COMMUNITY AND THAT’S ALSO WHAT WE HAVE DONE BECAUSE WE CANNOT EXPECT TO SEE THE SAME OUTCOMES WITH WILDLY DIFFERENT INVESTMENTS IN K-12 SCHOOLING AND SO WE MUST LOOK TO THAT IF WE SEEK AS CYNTHIA MENTIONED, A CAMPUS THAT REFLECTS OUR COMMUNITY, WE HAVE TO INVEST BACK INTO THE COMMUNITY THAT HAS BEEN SYSTEMICALLY DISINVESTED IN OVER THE LAST 30 YEARS. [APPLAUSE]>>SO DILIP, I THINK THAT LEADS US INTO THE LARGE AMOUNT OF ADVANCEMENT THAT WE HAD IN MOVING FORWARD DEI IN THE WORK PLACE AND WE STILL HAVE A LOT MORE AND A LOT, THERE’S BIG GAPS STILL. WE STILL HAVE TO MOVE FORWARD IN ADVANCEMENT. SO, FROM THE PERSPECTIVE OF YOU ALL, WHAT ARE THOSE GAPS AND HOW DO WE FILL THAT AND HOW DO WE REALLY MOVE TO ADVANCE DEI EVEN FURTHER THAN WHERE WE HAVE BEEN?>>I WILL START WITH ONE OF THE THINGS THAT’S IMPORTANT TO ME. I HAVE AN ENGINEERING SCIENCE DEGREE WHICH LEVERAGES ITSELF FROM AN ANALYTICAL PERSPECTIVE BECAUSE DATA IS IMPORTANT TO UNDERSTAND WHERE YOU’RE TRYING TO GO IN THE SPACE. I WANT TO PIGGYBACK ON SOMETHING YOU SAID ABOUT THE STAFF, WHICH IS INCREDIBLE, BUT IN ADDITION, YOU ALSO HAVE THE LEADERSHIP. ALTHOUGH YOU HAVE INDIVIDUALS LIKE MYSELF DRIVING DIVERSITY AND INCLUSION ACROSS AN ORGANIZATION AND I HAVE A STAFF AND TEAM THAT IS GLOBAL. LEADERSHIP AND THE COMMITMENT WHO ULTIMATELY OWN THE DECISION TO INCREASE REPRESENTATION ARE MORE ACTUALLY CRITICAL SOMETIMES BECAUSE IT REALLY DOES NEED TO BE DRIVEN FROM THE INSTITUTION WITH SUPPORT FROM THE INFRASTRUCTURE OF THE DEI AND THAT ENABLES SUCCESS. JUST GENERALLY SPEAKING. SO WHERE DO WE GO FROM HERE AND THE AREAS OF OPPORTUNITY. I MENTIONED OUR GOAL IS TO MIRROR THE CLIENTS WE SERVE. WE DO THAT WELL HOLISTICALLY AND RECOGNIZE THERE ARE POCKETS OF GROUPS WHO HAVE BEEN UNDER-REPRESENTED. WE HAVE GOTTEN GRANULAR IN UNDERSTANDING WHERE THE POCKETS OF INCLUSION OCCUR. WE HAVE BECOME MORE TRANSPARENT FOR LEADERSHIP SUCH AT GRANULAR LEVELS, YOU CAN UNDERSTAND WHERE WE’RE MAKING PROGRESS AND WHERE WE HAVE WORK TODAY AND WE’RE SHARING THAT DATA BECAUSE WITHOUT UNDERSTANDING THE ISSUES, IT’S HARD TO DEFINE ACTIONABLE WAYS TO DRIVE IMPROVEMENT AND TAKING IT DOWN TO A LEVEL TO UNDERSTAND WHAT THAT MEANS IN TERMS OF HIRING THE LEVERS AND PULL THROUGH. AND TARGETED PROCESSES WHERE WE DOUBLE DOWN ON THE HIRING PROCESS. WHETHER IT’S DIVERSE INTERVIEW TEAMS AND PROMOTION IS UNDERSTANDING PULL THROUGH AND ISSUES THAT ARE OCCURRING THROUGHOUT THE PIPELINE AND HOW DO WE GO BACK THAT IN A MORE TARGETED WAY OR SIMPLE STAY CONVERSATIONS IN TRYING TO KEEP THE LEADERSHIP WE HAVE AND SO IT TAKES A VERY RIGOROUS AND ON GOING PROCESS LET WITH DATA AND PROGRESS OVER TIME. LASTLY, JUST BECAUSE YOU HAVE DIVERSITY, WHICH IS THE POINT EARLIER, DOESN’T MEAN YOU HAVE TRUE INCLUSION. WE CAN FOCUS ON NUMBERS AND PROGRESS BUT YOU ALSO NEED AN ENVIRONMENT WHERE EVERYONE FEELS LIKE THEY CAN BRING THEIR WHOLE SELF TO WORK. INDIVIDUALS CAN BE THEIR AUTHENTIC SELF. INDIVIDUALS DON’T FEEL LIKE THEY HAVE TO COVER TO BE SUCCESSFUL. WE FOCUS ON A CULTURE OF INCLUSION THROUGH UNCONSCIOUSED BIAS TRAINING. THROUGH INCLUSIVE LEARNING. WE HAVE STARTED TO TURN OUR LEARNING ON THE SIDE. WE JUST HAD A SESSION WHICH WE CALL LET’S GET REAL AND FOCUS ON THE MOMENTS OF MATTER FOR OUR LEADERS. IT’S THE MOMENTS WHERE DECISIONS ARE MADE WHERE THE MOST BIAS OCCURS WHEN I HIRE AND PROMOTE AND WHO YOU CHOOSE TO PUT ON A SPECIAL PROJECT. WHO GETS THE NEXT BIG ASSIGNMENT? WE’RE TRYING TO MITIGATE THE BIAS THAT TENDS TO HAPPEN SUCH THAT THE OUTCOME OR THE DECISION IS MORE INCLUSIVE BECAUSE WE KNOW WHEN YOU INTERRUPT IT, YOUR 50 TIMES MORE LIKELY TO MAKE A DECISION THAT IS MORE INCLUSIVE. SO I WOULD SAY AGAIN IT’S THE DEDICATED FOCUS RELENTLESS NOT ONLY IN REPRESENTATION BUT ENSURING THAT EVERYBODY WHO WALKS THROUGH THE FOUR WALLS OF YOUR INSTITUTION FEELS LIKE THEY BELONG AND THEY’RE IN AN INCLUSIVE ENVIRONMENT AND WE>>THANK YOU. [APPLAUSE]>>I REALLY APPRECIATE WHAT YOU HAD TO SAY SPECIFICALLY AROUND WE CAN HAVE OUR DIRECTORS AND THE ONE PERSON WHO IS DEDICATED BUT THAT REALLY COINCIDING WITH WHAT EVERYBODY IS SAYING AROUND YOU HAVE TO HAVE THAT FROM THE TOP AND HAS TO BE PERMEATED IN THE DECISIONMAKING BECAUSE ONE PERSON WITH A TITLE JUST ISN’T GOING TO DO IT. WE HAVE TO HAVE REALLY CREATE THE ENVIRONMENT IN THE COMMUNITY EFFORT TO MOVE FORWARD. LAURITA, WHAT WOULD YOU LIKE TO ADD?>>I THINK ONE GAP WE’RE WORKING VERY HARD ON IT, IT IS WELL-INTENTIONED PEOPLE THAT DON’T KNOW WHAT TO DO AND BELIEVE THEY DON’T HAVE THE SKILL OR KNOWLEDGE TO DO IT TO BE MORE INCLUSIVE. AND RECENTLY IN THE LAST COUPLE OF YEARS, WE HAVE BEEN INVOLVED IN TRYING TO ADDRESS GENDER HARASSMENT AND IN PARTICULAR THE SEXUAL MISCONDUCT THAT KEEPS WOMEN IN THE STATUS THAT WE DON’T WANT TO BE ON. AND WE WANT TO HAVE MORE RESPECT ON THE CAMPUS. AND SO, WE HAVE USED THE CENTER FOR RESEARCH ON LEARNING AND TEACHING PLAYERS TO DO QUICK SNIPPETS OF A SITUATION THAT COULD VERY MUCH INVOLVE SEXUAL HARASSMENT GOING ON THAT CLOSES DOORS AND ABUSES, PEOPLE WHO ABUSE THEIR POWER RELATIONSHIP OUR STUDENTS AND STAFF IN A GENDER-BASED WAY. I HAVE SAT AT A TABLE OF HIGH LEADERS AND AFTER A SKIT HAS BEEN SUGGESTED TO THEM AND THEY’RE ASKED WHAT ARE THEY GOING TO DO, THEY STARE AT EACH OTHER. THEY REALLY DON’T KNOW. AND THERE’S A FEAR OF DOING THE WRONG THING AND THERE’S A FEAR OF RETALIATION. ONE OF THE MOST SIGNIFICANT THING WE STILL HAVE TO ADDRESSES THE BUILDING OF THAT SKILL AND KNOWLEDGE AND APPLYING RESOURCES TO PEOPLE WHO WANT TO DO THE RIGHT THING AND OTHERS WHO WATCH WHAT THEIR DOING AND MODEL FROM THAT AS THE LEADERS PUT REWARDS AND INCENTIVES AND CONSEQUENCES. ONE OF QUESTIONS I ASK CYNTHIA, THEY INTRODUCED YOU AND INCLUDED COURAGEOUS CONVERSATIONS. I THINK THOSE ARE VERY IMPORTANT. COULD YOU TALK MORE ABOUT YOUR WORK WITH COURAGEOUS CONVERSATIONS.>>ABSOLUTELY. IT STARTED WITH TWO PEOPLE ON MY TEAM. JUST TO GIVE YOU CONTEXT. IT STARTED WITH RACE. ONE WAS A WOMAN WHO WAS WHITE AND THE OTHER WAS AFRICAN AMERICAN. THEY WERE BOTH PART OF A SITUATION AND WALKED AWAY WITH TWO TOTALLY DIFFERENT INTERPRETATIONS. THEIR PERSPECTIVES THROUGHOUT THEIR LIFE AND HOW THEY HAVE INTERNALIZED THINGS GOING ON IN THE WORLD HAD THEM THINK ABOUT A SITUATION VERY DIFFERENTLY. ONE FELT EXCLUDED. ONE FELT THE OTHER DIDN’T CHOOSE TO PARTICIPATE. THEY ACTUALLY ENDED UP TALKING ABOUT THIS AND DECIDED TO MEET TO LEARN ABOUT THEIR OWN DIFFERENCES AND HOW THEY PERCEIVE THE WORLD. HOW THEY PERCEIVE WHAT’S GOING ON. THESE ARE PEOPLE FOCUSED ON DIVERSITY AND TRAINED. THEY BROUGHT THE IDEA TO MY TEAM AND WE ENDED UP DOING AN EXERCISE IN ONE OF OUR OFF SITES. I REALIZED THEY WERE ON TO SOMETHING CRITICAL. IT WASN’T UNTIL I HAD A LADY WHO CAME TO ME WHO HAPPENED TO BE LESBIAN, A BLACK WOMAN BACK IN 2016. WE MET FOR COFFEE AND THIS WAS AROUND THE TIME REMEMBER WE HAD THE PULSE NIGHT CLUB THAT IMPACTED THE LGBT AND LATINO COMMUNITY. YOU HAVE ALTON STERLING ISSUE THE POLICE SHOOTINGS IN DALLAS AND A LOT GOING ON IN THE WORLD IMPACTING SO MANY PEOPLE. SHE SAID I CANNOT FOCUS ON MY JOB. THESE ISSUES ARE SO HEAVY FOR ME RIGHT NOW THAT DOES NOT ENABLE ME TO BE PRODUCTIVE AND I WALK IN AND MY MANAGERS ARE PEOPLE WHO UNDERSTAND WHO I AM AREN’T EVEN ASKING ME HOW I’M DOING. I REALIZE WE WERE ON TO SOMETHING. WE STARTED ONE OF OUR WHAT I CALL MAJOR COURAGEOUS CONVERSATIONS SOON AFTER THAT. SHE WAS ON THE PANEL. SOMETIMES YOU RAISE A QUESTION. WE PUT YOU TO WORK.>>OH, WE KNOW THAT ALL TOO WELL.>>WE HAD A PANEL ON THE POLARIZING TOPICS GOING ON IN THE WORLD AND SPECIFICALLY FOCUSED IN ON THE SHOOTINGS. WE DID IT IN OUR AUDITORIUM. WE HAD A COUPLE HUNDRED PEOPLE SHOW UP. WE DID IT LIVE TO DESK TOP. ANYONE CAN DIAL IN FROM ACROSS THE GLOBE. WE HAD 7000 PEOPLE JOIN. THIS WAS A CONVERSATION WE HAD A HISPANIC WOMAN, BLACK WOMAN, WHITE MALE, BLACK MALE. THE MODERATOR WAS AN AFRICAN AMERICAN WOMAN AND THE LADY ON THE PANEL WAS A BLACK WOMAN WHO WAS GAY OR LESBIAN. IT WASN’T ABOUT BEING RIGHT OUR POWER BUT THE POWER OF TELLING A STORY. IT BREAKS DOWN YOUR PERSPECTIVE VERSUS MY PERSPECTIVE WHETHER RIGHT OR WRONG BUT RECOGNIZING THAT PERCEPTION IS REALITY AND FOR PEOPLE WHO DON’T HAVE TO EXPERIENCE THAT ON A DAY-TO-DAY MAYBE BECAUSE IT DOESN’T IMPACT YOU OR YOUR CHILD THAT YOU LOVE DIRECTLY BUT IMPACTING SOMEONE IN AN INCREDIBLE WAY. WE FOUND FROM THAT SESSION AND POSTED THE REPLAY AND HAD 20,000 VIEWS. WE HAVE BEEN HAVING THESE CONVERSATIONS ON ALL DIFFERENT TOPIC. WE TALKED ABOUT SOCIAL JUSTICE AND EQUALITY AFTER THE ELECTION. WE HAD CONVERSATIONS AROUND CHARLOTTESVILLE AND THE IMPACT OF BIGOTRY AND HATRED ON SOMEONE’S LIFE TAKEN AND CONVERSATIONS ON DIVERSITY AND IF YOU THINK ABOUT DEI, IT BECAME ABOUT MALES AND WHITE MALES. THE POINT IS WE NEED EVERYBODY’S FOCUS. THESE ISSUES COMING UP IN THE WORLD, WE SHOULD THINK IF IT HIT US AT HOME. SOMEONE THAT WE LOVE AND CARE. WOULD YOU BE QUIET? WOULD YOU DO NOTHING? IF IT WAS IMPACTING YOU. IF YOUR ANSWER IS NO, WHY WOULD WE WANT THAT FOR ANYBODY ELSE?>>SO IN CLOSING WHAT THESE CONVERSATIONS ARE DOING, I THINK IS CREATING EMPATHY AND UNDERSTANDING ABOUT DIFFERENCE. IT’S HARD TO HATE UP CLOSE. IF YOU KNOW SOMEONE AND THEIR STORY, IT REALLY CHANGES HOW PEOPLE THINK AND HOW THEY RESPOND AROUND KEY DECISIONS THAT HOPEFULLY CREATE MORE INCLUSIVE ENVIRONMENTS FOR EVERYONE. DID YOU WANT TO SAY SOMETHING?>>I ABSOLUTELY AGREE. I THINK NORMALIZING THE CONVERSATIONS, RAISING THEM TO THE LEVEL OF BEING ABLE TO REALLY BE ABLE TO TALK ACROSS DIFFERENCE IS ONE OF KEY MOVEMENTS. A LOT OF THAT CAN BE DONE THROUGH STORY TELLING. THE PERSONALIZING IS SO IMPORTANT TO THE EXPERIENCES THAT ARE STAFF, STUDENTS AND FACULTY ARE HAVING, CORPORATE LEADERS, MANAGERS, ENTRY-LEVEL EMPLOYEES ACROSS THE BOARD. WHEN WE ASK PEOPLE TO SEPARATE THEIR PERSONAL FROM PROFESSIONAL LIFE, THAT CAN CAUSE HARM. I LOVE THE COURAGEOUS CONVERSATIONS.>>LAURITA MADE AN AMAZING POINT IS SOMETIMES PEOPLE DON’T KNOW WHAT TO DO. IN THOSE MOMENTS, IT DOESN’T MEAN YOU HAVE TO PROTEST TOMORROW BUT YOU MIGHT BE IN A MEETING WHERE THERE’S AN INAPPROPRIATE JOKE SHARED AND MAYBE YOU’RE NOT SILENT. I TELL PEOPLE YOU WANT TO SORT OF COACH IN PRIVATE AND PRAISE INDIVIDUALS PUBLICLY. SOMETIMES SILENCE IS CONDONING OR IT MIGHT BE IN A MOMENT WHERE A WOMAN IS SPEAKING AND WE KNOW THEY ARE TWICE AS LIKELY TO BE INTERRUPTED. THEY MAKE A GREAT POINT AND SOMEONE ELSE TAKES CREDIT. YOU REDIRECT IT BACK AND SAY, WE APPRECIATE THE IDEA.>>AND THOSE ARE ACTUALLY SKILLS AND TECHNIQUING THAT A LOT OF WOMEN DO TO AMPLIFY VOICES. LITERALLY AMPLIFYING VOICES IN MEETING IS REPEATING BACK WHAT OTHER WOMEN HAVE SAID IN THE MOMENT. ABSOLUTELY.>>I WOULD LIKE TO PICK UP ON SOMETHING CYNTHIA MENTIONED ABOUT THE EMPLOYEE WHO COULDN’T WORK BECAUSE SHE WAS SO STRESSED BY WHAT WAS HAPPENING AROUND HER. IT STRUCK ME. ONE OF THE THINGS THAT HAS HAPPENED IS FINALLY RECOGNITION OF ONE OF THE MAJOR CONCEPTS BY A UNIVERSITY OF MICHIGAN PROFESSIONAL, ARLENE G. WHO DEVELOPED IT CONCEPT OF WEATHERING, THAT WAS HAPPENING IN ANY POPULATION THAT WAS SUFFERING FROM CHRONIC STRESS AND FOUND CELLULAR LEVEL IMPACTS ON THAT IS THAT SHORTENED THEIR LIVES BUT ALSO WHAT WAS MOST TROUBLING TO HER WAS HOW WEATHERING IMPACTED WOMAN IN CHILDBIRTH AND SHE FOUND THAT IN A STUDY OF BLACK WOMEN THAT THE LATER THAT THOSE WOMEN DELIVERED THEIR BABIES ISSUE THE MORE THREATENING THEIR LIFE CHANCES WERE. AND NOW SHE’S FINALLY GETTING THE RECOGNITION THIS IS AN ENVIRONMENTAL AND NOT A GENETIC PROBLEM. THAT IS ALL ABOUT THE STRESS THAT THE BODY ABSORBS ON A DAILY BASIS THAT WEATHERS YOU DOWN. AND IT’S NOT RELATED TO SOCIOECONOMIC STATUS. SHE POINTS OUT TWO THINGS THAT ARE RELEVANT TO US HERE AS WELL. THAT MANY WOMEN OF COLOR FOR INSTANCE AND PEOPLE OF COLOR IN GENERAL WHO LEAVE THEIR SUPPORT NETWORKS FROM HOME IN ORDER TO ADVANCE THEIR SELVES AND LIVES AND CAREERS AND COME TO FOR EXAMPLE, A PREDOMINANTLY WHITE INSTITUTION LIKE THE UNIVERSITY. THEY LEAVE THEIR SUPPORT SYSTEMS TO GET THOSE EDUCATIONS AND DEAL WITH PEOPLE WHO SOMETIMES DEVALUE THEM ON A DAILY BASIS IN THE JOBS. AND THE PSYCHOSOCIAL STRESSORS WILL ALSO WEATHER THEM. SO THERE’S THAT IMPACT THAT WE SEE HERE AS WELL AND FINALLY, THE NOTION IT’S NOT RELATED TO HOW MUCH WEALTH OR HEALTH YOU HAVE. WE HAVE SEVERAL PROMINENT EXAMPLES OF WEALTHY AND SUPREMELY HEALTHY BLACK WOMEN WHO HAVE GIVEN BIRTH LATER IN THE PERSON I’M THINKING OF IS SERENA WILLIAMS AND HAS DOCUMENTED THE TERROR THAT SHE WENT THROUGH IN HER BIRTH DELIVERY. THIS IS SHOWN AGAIN AND AGAIN IN PROFESSOR JERRONMUS’S RESEARCH IN THIS ERODING IMPACT OF WEATHERING. I JUST WANTED TO PICK UP ON THAT AND UNDERSTAND, I THINK IT NEEDS TO BE DISCUSSED MORE READILY BECAUSE THIS IS NOT SOMETHING THAT PEOPLE UNDERSTAND AND YET IT IS A REALITY IN THE LIVES OF SO MANY. PARTICULARLY THE WOMEN OF COLOR.>>THAT’S WHY IT’S SO IMPORTANT TO BE ABLE TO ACKNOWLEDGE NAME AND PROVIDE INFRASTRUCTURE TO ADDRESS THESE INSTANCES AND SITUATIONS IN THE DATA WE KNOW THAT IS IMPACTING OUR UNDERREPRESENTED MARGINALIZED WORK FORCE ACROSS THE BOARD.>>WHAT WE WANT TO DO IS DO ANOTHER QUICK 3:00 CHECK IN WITH EACH OTHER. WHAT IS ONE THING THAT YOU SEE GOING REALLY RIGHT IN YOUR WORK PLACE AROUND DIVERSITY AND INCLUSION AND WHAT IS ONE THING YOU THINK YOUR WORK PLACE CAN DO TO BRIDGE A GAP. ONE THING GOING REALLY WHITE. ONE THING YOU CAN DO TO BRIDGE A GAP AND GO. OKAY. WE ARE GOING TO WRAP UP IN 10, NINE, EIGHT, SEVEN, SIX, FIVE, FOUR, THREE, TWO, ONE. SO WE KNOW THAT IT’S SO IMPORTANT TO CELEBRATE THE WORK THAT WE KNOW WE ARE DOING RIGHT AND ALSO TO HAVE THOSE CONVERSATIONS AROUND WHAT WE NEED TO DO TO MOVE THE NEEDLE AND CONTINUE TO MOVE THE NEEDLE TO FILL THE GAPS. SOMETIMES WE HAVE TO START SMALL BECAUSE THE BIG CAN FEEL OVERWHELMING WE NEED TO CONTINUE IN THE CONVERSATIONS AND HOPEFULLY YOU CAN TAKE THESE CONVERSATIONS BACK TO YOUR OFFICES AS WELL. WE WANT TO TRANSITION TO TALK ABOUT STRATEGIES, AND WE WANT, WE ARE HERE, WE WANT TO CREATE AN ENVIRONMENT AND A WORK PLACE WHERE VOICES ARE HEARD, PEOPLE FEEL THAT THEY ARE INCLUDED IN CONVERSATIONS AND DECISIONMAKING AND THEY MATTER. THEY ARE VALUED. SO, I WOULD LOVE TO ASK OUR FRIENDS UP ON STAGE, WHAT ARE SPECIFIC STRATEGIES THAT MANAGERS CAN DO TO CREATE AN ENVIRONMENT THAT ALLOWS FOR THIS TYPE OF ENVIRONMENT TO OCCUR?>>I THINK THERE ARE A NUMBER OF THINGS. WE HAVE DONE A LOT OF STUDIES AND WORK ABOUT WHAT REALLY MATTERS TO STAFF. THE LEVEL OF MEANINGFUL WORK. WHAT MATTERS TO PEOPLE. THE MEANINGFUL WORK YOU GET TO PARTICIPATE. MANAGERS ARE IMPORTANT IN CREATING A LINE OF SIGHT OF WHAT WE DO EVERY DAY THAT MATTERS TO THE PEOPLE WE SERVE AT THE UNIVERSITY OF MICHIGAN AND OUR COMMUNITIES. I THINK THEY CAN HELP PEOPLE SEE AND DRAW THAT PATTERN. I THINK MANAGERS CAN TALK TO THEIR STUFF AND SAY I VALUE YOUR INPUT. I NEED YOUR IDEAS FOR THIS PARTICULAR PROCESS WE’RE WORKING TO IMPROVE OR THIS PROGRAM WE’RE TRYING TO IMPLEMENT AND HAVE THE INDIVIDUAL CONVERSATIONS AS WELL AS TEAM-BASED CONVERSATIONS AND REALLY LISTEN TO THE INPUT THEY GET. WE WON’T ALWAYS GET WHAT WE ASK FOR, BUT YOUR VOICES AND PERSPECTIVE MAKE A DIFFERENCE IN THE QUALITY OF THE OUTCOME OF THE CONVERSATIONS AND THOSE DECISIONMAKING PROCESSES. I THINK MANAGERS CAN BE SENSITIVE TO THE ENVIRONMENT AND THE AMOUNT OF STRESS AND YOU HELP PEOPLE UNDERSTAND WHAT ACCESS THEY HAVE IN HEALTHY PROGRAMS AND THE TOTAL SPIRIT OF HEALTH AND WELL BEING. DO YOU PLAY PING PONG AT LUNCH AND INVITE PEOPLE TO DO THAT WITH YOU? I HAVE SEEN CONFERENCE TABLES TURNED INTO PING PONG TABLES. IT SENDS A MESSAGE OF I VALUE YOU, WE VALUE YOU AS AN INSTITUTION AND TAKE ADVANTAGE OF THESE THING THAT IS GREAT BEING ABOUT AT THE UNIVERSITY OF MICHIGAN. I THINK MANAGERS CAN LOOK FOR LACTATION SPACES AND MAKE SURE THEY’RE ADVOCATING FOR THOSE. I THINK MANAGERS CAN MAKE SURE THERE’S ACCESS TO UNI SEX BATHROOMS OR SINGLE STALL BATHROOMS SO PEOPLE CAN BE RESPECTED THAT NEED THAT. I THINK MANAGERS CAN REPRESENT THE QUALITY AND EXCELLENCE OF WORK IN MANAGING UP AND MAKING SURE IDEAS LEAVE THEIR UNIT FOR WHAT OTHER PEOPLE CAN HOLD. AND THIS IS A TIME WHEN YOU NEED TO PULL THE MIC BECAUSE I HAVE, YOU KNOW ANOTHER WHOLE LIST.>>WE’RE GOING TO PULL IT. BUT WHAT I ALSO WANT TO PICK UP ON WHAT YOU SAID ABOUT I MATTER. I WANT EVERYBODY SINGLE PERSON IN THIS ROOM RIGHT NOW JUST SAY I MATTER. I MATTER.>>AND YOU DO. AND THERE’S A PROCESS FOR ENGAGING THAT. I REMEMBER A STORY FROM SOMEONE IN VOICES OF THE STAFF AND SHE SAID BY PARTICIPATING IN THAT DYNAMIC WHERE WE WORK ON ISSUES THAT MATTER MOST TO STAFF TO MAKE THIS A BETTER PLACE, SHE LEARNED HOW TO FEEL EMPOWERED AND THE CHAIR OF HER DEPARTMENT MADE A MISTAKE THAT OFFENDED PEOPLE IN HER UNIT AND BEFORE LEARNING ABOUT SHE MATTERED, SHE WOULDN’T HAVE SAID A THING. SHE FOUND THE COURAGE AS A PATIENT CLERK TO GO TO THE CHAIR AND SAID WHAT YOU SAID OFFENDED PEOPLE WHAT WE REALLY NEED TO CHANGE THE PROGRAMMING OF WHAT YOU ASKED US TO DO. SHE WON THE POINT AND THE WHOLE DEPARTMENT APPLAUDED HER AT HER DESK. YOU MATTER AND BELIEVE YOU MATTER AND USE TODAY TO EMPOWER YOURSELF BECAUSE YOU MAKE THE>>LOVE IT. [APPLAUSE]>>I AGREE WHOLEHEARTEDLY AND WOULD ADD A FEW THINGS. BACK IN 2014, I WAS IN AN AUDIENCE WITH OUR EMPLOYEE NETWORK OF OVER 20,000. IT’S GROWN BY PEOPLE NOT IN THE NATURAL AFFINITY JOINING DIFFERENT GROUPS. INTERSECTIONALITY IS ANOTHER WAY TO UNDERSTAND INDIFFERENCE. I ASKED THEM HOW MANY PEOPLE FELT SUPPORTED BY THEIR MANAGERS. TO BE THERE AT THIS DEI EVENT. OUR C.E.O. MISSES ON AND NEVER MISSES A MEETING TO TALK ABOUT COMMITMENT FROM THE TOP. WE TALKED ABOUT WHAT WE COULD DO DIFFERENTLY. WE STARTED MY DNI. FOCUSED CONVERSATIONS ABOUT YOUR ROLE AS AN INCLUSIVE LEADER AND THE SESSIONS WERE ATTENDED AND THE FEEDBACK WAS 99, 100% POSITIVE. WE KNEW WE WERE ON TO SOMETHING. WE HAVE BEEN HAVING ALL DIFFERENT TYPES OF SESSIONS WITH MANAGEMENT AROUND INCLUSION AND THE TRAINING IS NOT REQUIRED. SINCE 2014, WE HAD 500,000 COMPLETINGS. IT TELLS ME MANAGERS CARE AND THEY DON’T ALL KNOW WHAT TO DO. WE HAVE BEEN TRYING TO FEED THEM WITH INFORMATION TO STRETCH THEIR THINKING AND PUSH THE BOUNDARIES AND MAKE THEM MORE WILLING TO ENGAGE IN THE COURAGEOUS DISCUSSIONS. I TALKED ABOUT THE MOMENTS THAT MATTER. WE HAD A SESSION CALLED CAN I SAY THAT. WE WORKED WITH OUR LEGAL TEAM TO SAY WHAT ARE THE ISSUES THAT MANAGERS ARE NOT DOING RIGHT AND IT CAME DOWN TO THINGS THAT WERE WELL THAT WAS WELL INTENDED AND OUT RIGHT OFFENSIVE OR INAPPROPRIATE. THAT SESSION MANAGERS HAVE LOVED AND WE CONTINUE TO REPEAT IT. SO THE ONE THAT WE DID RECENTLY WAS JUST ON THE HIRING PROCESS. TOWN ACQUISITION. WE CREATED VIGNETTES AROUND EDGY TOPICS. THINGS THAT ARE TRULY HAPPENING IN THE WORLD AND THE WORK PLACE AND HAD A CONVERSATION AROUND HOW WOULD YOU APPROACH THIS? WHAT IS YOUR ROLE AS A MANAGER? HOW WOULD YOU CORRUPT THE CONVERSATION AND INTERRUPT THE DIALOGUE. WHAT IT’S BEEN DOING IS HELPING THEM TO BE BETTER EQUIPPED WITH QUITE FRANKLY TOPICS THAT ARE A BIT EDGY BUT WHAT IS THEIR ROLE AS A LEADER? THAT’S WHY YOU’RE HERE TO CREATE A CULTURE OF INCLUSION FOR ALL TO INTERRUPT THAT AND DRIVE THE OUTCOME. THE LAST THING I WILL SAY IS THIS, MANY TIMES WHEN WE HEAR PEOPLE SAY THIS IS DIFFICULT AND IT IS, I TELL THEM FROM REPRESENTATION, YOU HIRE, PROMOTE AND RETAIN PEOPLE EVERY DAY. I JUST NEED YOU TO DO IN A WAY THAT’S MORE INCLUSIVE. SO — [APPLAUSE]>>SO WHAT I SAY IS HOW DOES IT FEEL TO BE EXCLUDED? IF I ASKED YOU HOW MANY OF YOU HAVE EVER FELT BEING EXCLUDED? EVERYONE. HOW DOES IT FEEL? LONELY, NOT GOOD. TERRIBLE. ISOLATED. OKAY. SO THE POINT IS, THE TAX ON SOME PEOPLE OF EXCLUSION IS EVEN GREATER. SO THE QUESTION FOR LEADERS AT ITS SIMPLEST POINT IS HOW DO YOU CREATE AN ENVIRONMENT WHERE PEOPLE DON’T FEEL THAT WAY? SOMETIMES IT STARTS WITH A SIMPLE CONVERSATION, HAVE YOU EVER FELT EXCLUDED AT WORK? HAVE YOU EVERY DONE THINGS WHERE YOU FELT ISOLATED? THE MORE PEOPLE HAVE ONE-ON-ONE SIMPLE CONVERSATIONS, LET’S NOT OVER COMPLICATE IS ON THE REALITY OF EXCLUSION WITH THE GOAL OF TRUE INCLUSION FOR ALL, YOU WILL QUICKLY LEARN FROM YOUR ORGANIZATION SOME SIMPLE TACTICS THAT AS A MANAGER IN YOUR ORGANIZATION THAT YOU CAN LOVE IT. THANK YOU. [APPLAUSE]>>I WILL JUST PICK UP BRIEFLY ON THAT. THERE’S AN OLD BOOK WRITTEN BY A KINDERGARTEN TEACHER, NO ONE CAN SAY NO ONE CAN PLAY. SOMETHING LIKE THAT. INCLUSIVE. MANAGERS HAVE TO MODEL INCLUSIVE BEHAVIOR. THEY HAVE TO UNDERSTAND THAT INCLUSIVENESS, SCOTT PAGE WROTE TWO BOOKS ON THIS AFTER A SIGNIFICANT AMOUNT OF RESEARCH DEMONSTRATING WITHOUT AND DOUBT, INCLUSIVE AND DIVERSE TEAMS PRODUCE BETTER OUTCOMES PERIOD. AND IF MANAGERS JUST FULLY UNDERSTAND THAT AND IT’S CLEAR THAT’S THE CASE, THAT WILL BE ONE THING. BUT THEY HAVE TO MODEL THE INCLUSIVE BEHAVIOR AND INVITE THEIR TEAMS AUTHENTICALLY TO BE INVOLVED. WHAT WE HAVE SEEN IN MANY SUCCESSFUL UNITS ACROSS CAMPUS ARE THOSE WHERE A SIGNIFICANT PERCENTAGE OF THE INDIVIDUALS IN THOSE UNITS ARE INVOLVED IN ACTION PLANNING AND SUB COMMITTEES WORKING TOWARD ACHIEVING THE OKAY PLANNING. THEY ARE MAKING IMPRESSIVE GAINS AT LEAST IN DIALOGUE AND COMFORT LEVELS IN TRANSPARENCY THAT’S HAPPENING IN THE UNITS. THAT’S A HUGE STEP FORWARD IN ITSELF. GETTING PEOPLE COMFORTABLE IN TALKING. YOU KNOW THE WORD COURAGE HAS BEEN THROWN OUT. IF MANAGERS CAN GRASP THAT MANTEL OF COURAGE AND BREAK THROUGH THEIR FEARS AND ANXIETIES OF HAVING UNCOMFORTABLE CONVERSATIONS, THAT’S WHAT MAKES SUCH A BIG DIFFERENCE. IN A SENSE OF HUMILITY IS IMPORTANT TOO. AND REALIZING THAT AS A MANAGER THAT DOESN’T MEAN YOU HAVE TO KNOW EVERYTHING. THAT’S WHY YOU HAVE HIRED A TALENTED TEAM. GIVE THEM FREEDOM. DON’T MICROMANAGER THEM. LET THEM CONTRIBUTE TO THE GREATER WHOLE AND INVITE THEM TO DO SO. THEN FINALLY, I WILL JUST SAY TO SONIA JACOBS IN CHARGE OF THE ORGANIZATIONAL LEARNING, I WANT TO ALERT YOU WE ARE GOING TO STEAL CAN YOU SAY THAT PROGRAM.>>I LOVE THAT.>>I WOULD AGREE. I HAVE IT WRITTEN DOWN TOO.>>SO WE ARE ABOUT TO WRAP UP OUR TIME TOGETHER. FOR THIS PORTION OF THE CONFERENCE. BUT WANT TO END WITH WHAT ARE OUR HOPES. WHEN WE THINK ABOUT OUR DREAMS, WHERE WE WANT TO BE, WHETHER IT’S IN OUR LIFETIME OR NOT, WHAT IS ONE HOPE THAT YOU HAVE FOR DIVERSITY EQUITY INCLUSION IN THE WORK PLACE?>>I THINK SOME OF THE CONCEPTS WE HAVE TALKED ABOUT HERE NEED TO BE DIRECTLY ALIGNED WITH PERFORMANCE. SO WE’VE TALKED ABOUT WHY DO INCLUSION AND MANY OF US DO IT BECAUSE WE BELIEVE IT’S THE RIGHT THING TO DO. WHAT WE ALL KNOW IS WHEN WE GET REALLY GOOD AT THIS, THE PERFORMANCE OF THE INDIVIDUALS AND THE TEAMS AND THE UNIT ON THE UNIVERSITY EXCEL. AND WHEN WE UNBLOCK THE BARRIERS FOR PEOPLE TO BRING AS YOU SAID THEIR BEST SELF TO WORK, IT MAKES IT A HUGE PART OF OUR LIFE THAT CAN BE FULFILLING AND REWARDING AND THAT SHOWS UP IN WHAT WE CONTRIBUTE ON THE PERFORMANCE OF US AS INDIVIDUALS, TEAMS, UNITS AND AS A UNIVERSITY. AND SO MY HOPE IS THAT THE STATURE THAT WE ENJOYED AND THE OUTCOMES THAT MAKE A DIFFERENCE WILL BE MAGNIFIED IN THE STRENGTH OF THE PERFORMANCE AND AS WE LEARN HOW TO BE MORE INCLUSIVE AND KNOW EACH OTHER’S STORY AND ENSURE WE’RE DEMONSTRATING RESPECT AND EVERYTHING THAT WE DO.>>THANK YOU.>>I WOULD ADD THAT MY GOAL IS TO CONTINUE TO MAKE A DIFFERENCE. I THINK WE ALL HAVE A ROLE OF AGITATING A BIT MORE AND QUESTIONING THE STATUS QUO. I THINK THAT WE HAVE A TAG LINE THAT SAYS 100% INCLUSIVE. WE NEED EVERYONE TO ADVOCATE FOR CHANGE AND TRUE EQUITY AND QUALITY FOR ALL. IT’S JUST NOT THE RESPONSIBILITY OF THOSE ADVOCATING. IT’S EVERY SINGLE SOLITARY PERSON IN YOUR OWN SOCIAL STRUCTURES. I THINK ABOUT A VIDEO THAT I WATCHED. IT WAS AFTER CHARLOTTESVILLE AND HEATHER HIGHER’S MOM WHO LOST HER LIFE ADVOCATING FOR EQUALITY. HER MOM SAID IF I’M GOING TO GIVE UP MY DAUGHTER’S LIFE FOR SOMETHING. THEN DOG GONE ON, WE NEED TO BE ACCOUNTABLE FOR ACTION. IF I’M GOING TO LOSE MY DAUGHTER, I’M GLAD SHE WAS FIGHTING FOR EQUALITY FOR ALL. SHE WAS IN THE ENVIRONMENT TALKING TO AN AUDIENCE THAT PRIMARILY LOOKED LIKE HER. AND SOMETIMES WE NEED THE VOICE OF EVERYONE AND I THINK THE MORE WE CAN REALIZE THAT WE ALL HAVE A RESPONSIBILITY FOR INCLUSION, IT’S 100%, YES, WE MIGHT FOCUS ON GROUPS THAT HAVE BEEN HISTORICALLY UNDERREPRESENTED. THE DATA SUGGESTS THAT’S PROBABLY A GOOD THING. IF WE ALL DON’T TAKE RESPONSIBILITY IN USING OUR PERSONAL POWER TO ADVOCATE FOR INCL INCLUSION, WE’RE NOT GIVING OUR BEST. MY HOPE IS WE WALK AWAY UNDERSTANDING OUR INTERNAL POWER AND WE NEED ALL VOICES TO ADVOCATE FOR TRUE INCLUSION BECAUSE UNTIL WE’RE ADVOCATED FOR HOMOGENAITY. PEOPLE SAY TELL ME THE BUSINESS CASE. YOU TELL ME THE BUSINESS CASE FOR HOMOGENAITY AND DRIVE FOR INCLUSION FOR ALL.>>I WILL JUST WRAP UP BY SAYING I THINK PERSONALLY AND I THINK PROFESSIONALLY HERE THE GOAL OF DEI EFFORTS REALLY IS TO NORMALIZE INTO BUSINESS AS USUAL AT THE BUDGET TABLE. TO NORMALIZE INCLUSION. THAT’S WHAT WE’RE SHOOTING FOR. WE DO KNOW THAT THAT IS ACTUALLY YIELDS SUPERIOR OUTCOMES. SO, WE ARE DRIVING TOWARD THAT, WE ARE PUSHING THAT. WE DON’T WANT IT TO BE MARGINALIZED ON THE DOOR STEP OR THRESHOLD BUT IN THE HEARTH WHERE THE COOKING IS HAPPENING. WHERE PEOPLE ARE TALKING COURAGEOUSLY ABOUT ALL THINGS. THAT’S THE GOAL TO NORMALIZE>>EXCELLENT. [APPLAUSE]>>OKAY, YOU HAVE A KEY ROLE IN THE ROSS SCHOOL.>>MY HOPE IS I WORK MYSELF OUT OF A TITLE. I HOPE WE DON’T EVER HAVE TO HAVE A DIRECTOR OF DIVERSITY AND INCLUSION AND TAKE RESPONSIBILITY AND INFUSE THIS INTO OUR MENTALITY AND IT’S JUST A GIVEN. IT DOESN’T HAVE TO BE SWIMMING UPSTREAM. SO THAT’S MY HOPE. WORK OURSELVES OUT OF JOBS. THANK YOU. SO, I HAVE LOTS OF NOTES. I HAVE REALLY GOOD NUGGETS FROM ALL THREE OF YOU. THANK YOU SO MUCH. I REALLY HOPE THAT YOU ALL HAVE RECEIVED NUGGETS. INSPIRATION. [APPLAUSE]>>TAKE AWAYS THAT YOU CAN TAKE BACK TO YOUR PEOPLE IN YOUR WORK PLACE AND SAY, HEY, CAN WE TRY THIS? CAN WE TALK ABOUT THIS? HOW DO WE TALK ABOUT THIS IF YOU’RE A MANAGER AND THE CONVERSATION FOLLOWS US THROUGH. THANK YOU SO MUCH. WE HAVEN’T LEFT YET. DON’T LEAVE. WE HAVE ONE MORE PART. WE HAVE SOME AMAZING SPECIAL PRESENTATIONS WITH DIANE AND CATHERINE. HOLD ON TIGHT. WE WILL GET YOU OUT OF HERE SOON.>>HELLO, EVERYONE MY NAME IS CRYSTAL GREGORY, WITH THE COLLEGE OF PHARMACY AND A MEMBER OF WOMEN OF COLOR TASK FORCE. ON BEHALF OF EVERYONE HERE. I WOULD LIKE TO THANK OUR AMAZING KEYNOTE PANEL FOR INSPIRING US TO AMPLIFY OUR VOICES AND MOVE TOWARDS DIVERSITY AND INCLUSION.>>TARYN, THANK YOU FOR INSPIRING THIS PANEL. YOUR ATTENDANCE IS GREATESTLY APPRECIATED.>>AND CYNTHIA BOWMAN BEING THANK YOU FOR SHARING YOUR PERSONAL EXPERIENCES, UNDERSTANDING AWARENESS AND THE PERSPECTIVE OF CORPORATE AMERICA AND TRANSLATING INTO OUR HIGHER EDUCATION WORLD. WE TRULY NEED ANOTHER WORD FOR AWESOME TODAY BECAUSE THEY WERE SO FAR BEYOND THAT THIS MORNING. MY NAME IS DIANE DAYS FROM THE ROSS SCHOOL OF BUSINESS. SO AS A TOKEN OF OUR APPRECIATION, WE WOULD LIKE TO PRESENT EACH OF YOU WITH A CUSTOM MADE UNIVERSITY OF MICHIGAN GIFT BASKET FROM BASKETS AND MORE. AGAIN. THANK YOU TO OUR FACILITATOR, TARYN PETRYK, DIRECTOR OF DIVERSITY AND INCLUSION AT THE ROSS SCHOOL OF BUSINESS.>>THANK YOU TO DILIP DAS, ASSISTANT VICE PROVOST FOR ACADEMIC AFFAIRS. THANK YOU TO LAURITA THOMAS, ASSOCIATE VICE PRESIDENT FOR HUMAN RESOURCES. AND A SPECIAL THANK YOU TO CYNTHIA BOWMAN. CHIEF DIVERSITY AND INCLUSION OFFICER FOR THE BANK OF AMERICA. [APPLAUSE] HELLO EVERYONE. I AM CATHERINE WEATHERS, I’M PART OF LSA ADVANCEMENT AND GLAD TO BE HERE WITH YOU. I STAND BETWEEN YOU LEAVING HERE. OKAY. WE HAVE A FEW ANNOUNCEMENTS. ARE YOU READY? ALL RIGHT. FIRST, PLEASE MAKE SURE YOUR PRESENCE IS KNOWN AND OUR PRESENCE IS KNOWN WITH OUR SOCIAL MEDIA. THE HASHTAG FOR THE DAY IS, WCTF 2019. WCTF 2019. THAT’S FOR INSTAGRAM. FACEBOOK, TWITTER. YOU ALL KNOW HOW TO USE THOSE, RIGHT? OKAY. MAKE THAT HAPPEN. NOW. TO DO SOMETHING A LITTLE DIFFERENT THIS YEAR, WE’RE ANYTHING TO DO GIVE AWAYS WHICH WERE GENEROUSLY DONATED BY OUR VENDORS, LOCATED IN THE MICHIGAN LEAGUE ON THE FIRST AND SECOND FLOOR. PLEASE MAKE SURE YOU VISIT THE VENDORS AND EXHIBITORS. IF YOU ARE ONE OF THESE LUCKY PEOPLE, YOU DON’T HAVE TO RUN UP ON STAGE. TO COLLECT YOUR PRIZE, GO TO THE REGISTRATION TABLE OVER IN THE LEAGUE AND THEY WILL GIVE YOU YOUR PRIZE OR TAKE YOU TO THE VENDOR THAT DONATED THE PRIZE. OKAY. SO, THE FIRST GIVE AWAY GOES TO THE FIRST PERSON THAT REGISTERED FOR THIS YEAR’S CONFERENCE. NICOLE BERNSIDE. ARE YOU IN THE ROOM? NICOLE BERNSIDE IS FROM THE SCHOOL OF PUBLIC HEALTH. YOU WERE THE FIRST PERSON TO REGISTER IF THIS YEAR’S CONFERENCE. THANK YOU. NOW, THE NEXT GIVE AWAY GOES TO THIS IS OUR 37TH YEAR OF CONFERENCE, SO IT’S ONLY FAIR THAT IT GOES TO THE 37TH PERSON. CORRECT? THAT WOULD BE SHE’S FROM CHEMICAL ENGINEERING. HER FIRST NAME IS BARBARA, LAST NAME PERRY. THAT WOULD BE YOU. NOW, LET’S MAKE THIS A LITTLE BIT MORE INTERESTING. THIS COULD GET OUT OF HAND. YOU WILL HAVE TO SHOW ID. TODAY IS INTERNATIONAL WOMAN’S DAY. WHOSE BIRTHDAY IS TODAY AND YOU DECIDED TO COME TO THE WOMEN OF COLOR TASK FORCE ON YOUR BIRTHDAY? REALLY? NO ONE? REALLY? OKAY. WHOSE BIRTHDAY IS TOMORROW? AND YOU WILL BE CELEBRATING IT. REALLY? WHOSE BIRTHDAY WAS YESTERDAY? AND YOU CELEBRATED YESTERDAY? ALL RIGHT. WELL THANK GOD. OKAY. GO OVER TO THE REGISTRATION. MY NAME IS CATHERINE WEATHERS. TELL THEM WE HAD TO MODIFY. ALL RIGHT. ALL RIGHT. AND WE STILL HAVE ONE LEFT. YOU READY? ALL RIGHT. EAGERLY WAITING. OKAY. SINCE WE’RE AT CAPACITY, YOU ALL KNOW WE’RE AT CAPACITY, RIGHT? THAT’S A GREAT THING. WE HAD TO CUT REGISTRATION OFF, WE STILL HAVE PEOPLE WAIT LISTED WAITING TO TELL THEM THEY CAN COME. NO. WE CAN DO THAT. YEAH WE HAD 645 REGISTERED ATTENDEES. THANK YOU, THANK YOU, THANK YOU SO IT’S ONLY FAIR FOR US TO GIVE THE GIFT TO THE LAST PERSON THAT REGISTERED. RIGHT? SO, FROM MICHIGAN MEDICINE, FIRST NAME MICHELE. LAST NAME RUNYON. YOU WERE THE LAST PERSON TO REGISTER. MICHELE, YOU’RE NOT HERE? SHE WAS THE LAST PERSON, SOMEONE TEXT MICHELE AND TELL MICHELE GET DRESSED COME ON. AGAIN I WANT TO THANK YOU ALL FOR REGISTERING, WE’RE NOT DISMISSED YET. MAKE SURE YOU VISIT THE VENDORS OKAY. BECAUSE THEY HAVE BROUGHT SOME GREAT THINGS FOR YOU ALL. ALL RIGHT. NOW. FOR THE CONFERENCE REGISTRANTS WHO WILL SPEND THE REST OF THEIR DAY WITH PROFESSIONAL DEVELOPMENT ENRICHMENT WITH US, HE ARE YOUR ANNOUNCEMENTS. FROM NOW UNTIL 11:00 A.M. YOU CAN NETWORK AND SHOP WITH THE VENDORS AND JUST TAKE A MOMENT TO DIGEST ALL OF THE GREAT INFORMATION THAT HAS BEEN SHARED THIS MORNING. PLEASE KNOW SESSION A WILL START AT 11:00 A.M. PLEASE LOOK ON YOUR NAME BADGE FOR SESSION AND LOCATION. NOTE, WE ARE AT CAPACITY. WHAT YOU SIGNED UP FOR, THAT’S THE ROOM YOU’RE GOING TO. OKAY. I’M GOING TO SAY THAT ONE MORE TIME. WHAT YOU SIGNED UP FOR, THAT’S THE ROOM YOU’RE GOING TO. WE’RE AT CAPACITY OKAY. THANK YOU. PAGE 6 OF YOUR PROGRAM BOOK, THAT WILL GIVE YOU THAT INFORMATION. THEN, LUNCH WILL BE FROM 12:30 TO 2:00 P.M. LUNCH IS A NETWORKING LUNCH. OPEN SEATING, THERE IS NOT A PROGRAM. SO SITTING CLOSE TO THE DOOR DOES NOT BENEFIT YOU IN ANY WAY. SITTING DIRECTLY IN THE MIDDLE DOES NOT BENEFIT YOU IN ANY WAY. YOU CAN SIT WHEREVER YOU LIKE BUT HERE ARE THE RULES WHEN YOU ENTER. BECAUSE SINCE OUR NUMBERS ARE SO LARGE, LUNCH WILL BE ON THE SECOND FLOOR OF THE MICHIGAN LEAGUE IN THREE LOCATIONS AND THE THIRD FLOOR OF THE MICHIGAN LEAGUE IN THREE LOCATIONS. OKAY. WHEN YOU ENTER, ANY OF THE LOCATIONS YOU ARE TO PROCEED TO THE FARTHEST TABLE IN THE ROOM DON’T WALK IN THE DOOR AND SIT AT THE FIRST TABLE. EVERYBODY SAY. I’M GOING TO PROCEED TO THE FARTHEST TABLE IN THE ROOM. AND YOU CAN SIT ANYWHERE YOU WANT TO. JUST IN THE FARTHEST TABLE IN THE ROOM. MAKE SENSE? ALL RIGHT. SO WE CAN EXPEDITIOUSLY GET IN THEIR FOR LUNCH. YOUR LAN YARDS. YELLOW IS FOR SALMON. YOU WILL BE EATING SALMON WITH ME. YELLOW. THE PINK LANYARD, YOU WILL BE ENJOYING CHICKEN. I PROMISE IT WILL BE COOKD AND NOT PINK. THE GREEN LAN YARDS, YOU WILL BE ENJOYING A VEGETARIAN LUNCH. GREEN VEGGIES. GET IT. ALL RIGHT AND AFTER LUNCH THE WORKSHOP SESSION B WILL BEGIN AT 2:00 P.M. SAME INSTRUCTIONS FOR SESSION A, GO TO THE SELECTION YOU SELECTED. WE KNOW IT’S FRIDAY AND YOU COULD SAY I COULD CUT OUT A LITTLE EARLY. SESSION C IS NETWORKING, NETWORKING AND MORE NETWORKING. WITH SOME ADDED FUN OF LINE DANCING FOR FITNESS. THAT WILL BE BEGINNING IN THE BALL ROOM. I KNOW SOME OF YOU ARE GOING, I CAN’T LINE DANCE. WE HAVE AN INSTRUCTOR THAT’S GOING TO TEACH AND YOU SHE’S REALLY GOOD. WE WILL BE IN THE BALL ROOM AND WILL BEGIN AND END THE DAY MENTALLY AND PHYSICALLY ENERGIZED. SOUND GOOD. YOU WITH ME? ALL RIGHT. OKAY. SO NOW I HAVE TO GO OFF SCRIPT. THAT WAS ON SCRIPT THEN. OKAY. I’M TAKING A POINT OF PRIVILEGE. I WANT TO BRING SOMEONE OUT TO THE STAGE WITHOUT HER NONE OF US WOULD BE IN THIS ROOM. JANICE, CAN YOU HEAR ME? I WANT TO THANK JANICE RUBEN. SO YOU GUYS KNOW WHO JANICE IS, DON’T YOU? JANICE IS OUR FEARLESS LEADER BEHIND THE SCENES MAKING IT HAPPEN. MAKING THIS CONFERENCE HAPPEN. YEAR AFTER YEAR. SHE IS THE ONE WHO KEEPS THE REGISTRATION OPEN SO MICHELE CAN REGISTER BECAUSE I TOLD HER TO CLOSE IT TWO DAYS PRIOR. SHE WON’T LISTEN. SO WE THANK JANICE FOR EVERYTHING THAT SHE DOES IN MAKING IT HAPPEN FOR US. ALL RIGHT. NOW. IT’S TIME. I OFFICIALLY DECLARE THE CONVENING OF THE 37TH ANNUAL TASK FORCE CONFERENCE. LET US AMPLIFY OUR VOICE AND MOVE FROM DIVERSITY TO INCLUSION. CHANGE STARTS NOW WITH YOU RIGHT HERE. ENJOY THE . [REAL-TIME CLOSED CAPTIONING PROVIDED BY U.S CAPTIONING COMPANY]


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