DEIB in the workplace - Spring 2024v3.pptx

Editor's Notes

• #1 Anita Kicks-off class – welcomes everyone Intro/Why I’m here Office hours Andrea Intro/Why I’m here/Experience with the class
• #5 A little about myself, I manage the operations for CohnReznick’s Tysons, Virginia office and for part of its Global Consulting Services group. Prior to CohnReznick I worked for the federal government. While high school, I had after school and summer jobs with the Dept. of Defense; I took some college courses at NOVA while in high school. I worked at the Department of Energy while continuing my education in business administration. One of my colleagues at Energy left to work for CohnReznick (formerly Reznick Fedder & Silverman), and I subsequently joined her there. I have had opportunities to work my way up from an entry level administrative position to management. Full disclosure, DEI is not my area of expertise, but I can speak to my experiences and perspective.
• #6 Promise that this is the only call and response question. Ask the audience what they think diversity is (what does diversity mean to you, what do you think of when you hear or see the term?)
• #8 These are the mixture of attributes that make each person unique. All together it’s what we offer to the world, to society, in our workplaces, and classrooms, and within our homes. Diversity in the workplace should mean that companies hire, promote, and include people with diverse characteristics, worldviews, job functions and experiences. Diversity comes in many forms and intersectionality of these attributes should also be taken into account in the workplace. Having a lot of different people in the workplace is great, but we all come with different perspectives and outlooks, which can include bias. Because we come from different backgrounds, we need to be cognizant of how we interact with others.
• #9 We all have bias in one form or another. To help overcome and check bias, we can take steps to become familiar with different types of bias (ageism, gender, beauty or weight bias, as well as racism, colorism, bias against the LGBTQ+ community and even further learning how these play out in the workplace). Taking the time for self-reflection, questioning your own assumptions, and stopping to consider the opposite before making assumptions are ways we can recognize our own biases. Harvard Implicit Association Test (IAT) – It is a tool that measures attitudes and beliefs about different topics. The IAT may show that you have an implicit attitude that you did not know about, in turn, allowing you to check your biases.
• #10 In the workplace, from a business standpoint, it is vital that our biases do not lead us to unlawful actions, like discrimination. (Review slide) As business students, it is important to understand risk mitigation. In everything you do, you want to protect your company. At CR, like other companies, we all must undergo mandatory annual training on computer safety, bias, discrimination, harassment, and HIPAA. (hipaa-health insurance portability and accountability act, federal law protecting individual health information.
• #11 The left side of the infographic represents equality, where each person has the same sized box to view the game. The right side represents equity where each person has the tools necessary to have a fair vantage point. Equality treats everyone the same, which assumes everyone starts out the same. Equity is working toward fair outcomes for people or groups by treating them in ways that address their unique barrier or advantages. Equity involves meeting employees where they are, and ensuring that they have resources to do their jobs well
• #12 Diversity is everyone getting a different type of shoe because we are individuals and have different needs. Equality assumes that we are all in the same place or starting out in the same place, so all we need is a pair of shoes Equity, you get a pair of shoes that fit you, that you can walk comfortably in; equity again is about working toward fair outcomes Belonging is wearing the shoes that not only fit your feet, but fit your personality, and can be worn without fear of judgment Professor Galiano would not recommend wearing Crocs to work, but hopefully you get the analogy 
• #13 Inclusion filters through everything we do. An inclusive workplace welcomes employees with all sorts of differences, makes them feel comfortable, is collaborative, and supportive. For example at CohnReznick, when engagement teams, speaking panels, and networking event representatives, even campus recruiting teams are being put together, leadership tries to ensure that unique and diverse thoughts, and inclusive ideas are represented. Ensuring that inclusive ideas permeate throughout the company. We have the mix, the ingredients or pieces needed for a complete picture. When we put forth the effort to include all the pieces, the puzzles comes together to make a complete picture. I have also heard the analogy of diversity being asked to the dance, and inclusion as being asked to dance
• #14 When you have a diverse, equitable, and inclusive workplace, everyone should feel like they belong, the should be a sense of belonging in the workplace. A company’s employees should be able to be their true, authentic selves to the workplace and feel like they belong regardless of backgrounds, personal traits, or any of those attributes that makes them unique. The ultimate goal is for employees to feel valued and empowered in the workplace.
• #15 From creating an environment based on DEIB, Employee Resource Groups have been developed at CohnReznickprint . These are the ERGs or employee resource groups that have formed (SO FAR) at CohnReznick, most of them organically. The groups are diverse in that they are comprised of marginalized, protected classes, common interests or societal needs. Anyone can join the ERG of their choosing to learn more or help carry out that group’s mission, a form of allyship. (When explaining each group not the public accounting world had been historically dominated by men). Allyship – Anita - Allyship refers to the actions, behaviors, and practices that leaders take to support, amplify, and advocate with others, especially with individuals who don't belong to the same social identity groups as themselves These groups also serve as safe spaces for individual members, as well as a means of teaching and learning for others. Events are sponsored by the ERGs throughout the year, particularly highlighting cultural observances such as AAPI History Month, Pride observances, Juneteenth, Women’s History Month, Veterans Day, Earth Day, and more.
• #16 CohnReznick – recognition of its efforts from a diversity standpoint. Job search options - Anita
• #17 CohnReznick’s efforts toward achieving an equitable, diverse and inclusive workforce has led to recognition from organizations.
• #18 In summary