How to Thoughtfully Prepare for #BlackLivesMatter & #AllLivesMatter in the Workplace
•
0 likes•39 views
A talk by Jill Koob, SPHR, SHRM-SCP and Dr. Sandra Steen Energize HR & Sandra Steen Consulting, LLC It's been seven years since the #blacklivesmatter hashtag was born. Three words full of potential for progress that offer a bite-sized rallying cry for a gargantuan problem. Three words born out of the tragic loss of life, over and over again; Three words packed with passion, conviction, purpose and.... for some, polarization. Whether our leaders are ready for another crisis, or not, we must talk about the Elephant in the room. Acknowledging racism, clarifying your company's policy, and educating employees that disagree on that company policy is requred if we are to tackle the discord, as it enters the workplace. Discussion Points: How might HR prepare managers to compassionately respond to the conflict between the hashtags #AllLivesMatter and #BlackLivesMatter in the workplace? How might we educate one another on the white vs. black issue, and get a real grip on our biases? Just as HR had to mindfully respond to the #MeToo movement, HR must lead the way to a conscious awakening of the racism and our cultural discord in the workplace. Watch REPLAY here: https://leading-in-crisis.turnkeycoachingsolutions.com/talks/blacklivesmatterworkplace/ **Leading in a Crisis Free Virtual Summit 40+ Speakers:** https://leading-in-crisis.turnkeycoachingsolutions.com/
Recommended
Recommended
More Related Content
What's hot
What's hot (20)
Similar to How to Thoughtfully Prepare for #BlackLivesMatter & #AllLivesMatter in the Workplace
Similar to How to Thoughtfully Prepare for #BlackLivesMatter & #AllLivesMatter in the Workplace (20)
More from Anisa Aven, BCC, NLPC: 281-469-4244
More from Anisa Aven, BCC, NLPC: 281-469-4244 (20)
Recently uploaded
Recently uploaded (20)
How to Thoughtfully Prepare for #BlackLivesMatter & #AllLivesMatter in the Workplace
- 1. How to Thoughtfully Prepare for #BlackLivesMatter & #AllLivesMatter in the Workplace Jill Koob, SPHR, SHRM-SCP Energize HR Dr. Sandra Steen Sandra Steen Consulting, LLC.
- 3. The Whitmarsh Consulting Group • Human Resources Information Technology Consulting • Multichannel marketing communication strategy • Email Marketing • Blogs and Social Media Marketing • Research projects • Whitepapers • Retargeting campaigns WCG-BP.com BestPracticeinHR.com 647-966-1340 Dwhitmarsh@WCG- BP.com David Whitmarsh, CEO Thank you to our Sponsors
- 4. Anisa Aven Management Consultant and CEO of TurnKey Coaching & Development Solutions 281-469-4244 We provide enterprise learning and development solutions that drive business results and improve organizational culture. ● Outplacement Services ● Virtual Training ● Coaching Services ● Training & Facilitation ● Culture Change and Change Management ● Psychometric Assessments + 360 ̊ Assessment ● Diversity & Inclusivity Programs ● Data-driven Strategic Planning ● Team Development ● HR Technology Sourcing and Consulting ● Human Capital Consulting Services ABOUT OUR HOST Summit@TurnKeyCoachingSolutions.com
- 5. OUTPLACEMENT PROGRAMS 4-phase program 8 Job-search readiness & strategy webinars Psychometric strengths focused assessment & debrief One-on-one, technical readiness job coaching (resumes, cover letters, job boards, etc.) Interview skills & video feedback One-on-one career coaching
- 6. Antiracism Facilitated Dialogue Circles provide antiracism dialogue experiences to: • Build awareness • Educate • Develop communication skills around tough topics • Foster greater understanding and allyship • Improve capacity and competence in interacting across racial lines Systemic Racism — Antiracism Facilitated Dialogue Circles Contact Us - Direct: 281-469-4244 Email: Leader@TurnkeyCoachingSolutions.com Many employees and organizations want to come together to collapse biases and racially motivated injustice, but we don’t know how to get started.
- 7. “HELPING COMPANIES BECOME BEST PLACES TO WORK” Working with Business Owners and HR Leaders to help elicit the best from their employees and build intentional cultures. Assessment Expert in Style and Selection Assessments Jill Koob, SPHR, SHRM- SCP Founder, Owner
- 8. “THE BREAKTHROUGH STRATEGIST” Coaching and Consulting Fortune 500 Corporate Leaders Author and Inspirational Speaker Founder of an Award-winning International Consulting Firm Worked with thousands of Business Owners, Leaders, Pastors, College Students and people from all walks of life
- 9. Agenda • Defining Racism vs. Stereotypes vs. Biases • Positioning for Progress • Hashtags – Perceptions vs. Principles • Racism Survey and Statistics • Actionable Steps for a Discrimination Free Workplace • Your Questions
- 10. We are not a MONOLITHIC Culture Primary Secondary Age Race Ethnicity Physical Qualities Gender Physical Appearance Work Background Education Religious Beliefs & Values Parental Status Geographical Location Military Experience Income Marital Status
- 11. Processing our self examination Influenced by… • People we trust Born Into the World With Purpose • No information Learn • Stereotypes, biases, myths, misinformation Learning Enhanced or Contradicted by… News, Social Media, Churches, Work, Social Circles, etc. Reaction to What is Learned • Judgmental behavior Action or Reaction • Pass to next generation
- 12. Face the future with knowledge Through Training, Coaching and Conscious Choosing, We Question Stereotypes, Biases and Myths Which Challenges Us to Learn New Information Which Results in Actions and Reactions • Love / Empowerment • Celebrating the Differences Transformed & Renewed Minds and Reinventing • Mentally / Spiritually
- 13. The Golden CALF of this age
- 20. Self-examination Stereotypes • Generalizations • Part of them can be true • Seeing everyone as the same
- 21. Self-examination Biases • Unfavorable opinion without knowledge or experience • Preference vs. prejudice • Positive vs. negative biases
- 22. Understanding Bias • Subtle assumptions have big impacts on: • Hiring • Working Conditions • Exceptions • Promotions • Terminations
- 23. Self-examination Prejudice is a judgment; a positive or a negative attitude towards a person or group. Doesn’t have to based on objective facts or experience.
- 24. Self-examination “Isms” (racism, sexism, ageism, etc.) • Isms go beyond “I don’t like.” It actually means “to deprive.” • Power + Prejudice = “Isms”
- 25. POSITION OF SELF-EXAMINATION What do I truly believe? Do I stand against Injustice & Racism?
- 26. POSITIONED FOR PROGRESS 5 Ways to Grow… 1) Permit Yourself to be Upgraded 2) Give Someone the Gift of LISTENING 3) Honor feelings…don’t Discount them 4) Give a 3-step apology if you make a mistake • This is what happened • This is why it happened • This is why it won’t happen again 5) Touch it with LOVE and UNDERSTANDING
- 30. Starbucks 2018
- 31. June 2020 – Starbucks Announces Policy Starbucks bans staff from wearing Black Lives Matter T- shirts, accessories
- 32. One day later… on June 12 Starbucks shared its commitment to partnering with the Starbucks Black Partner Network and Black Starbucks leaders to make 250,000 shirts available to our company-operated partners …Until these shirts arrive in stores, partners will be able to wear their BLM pin or t-shirt in support of their community and humanity.
- 33. Recognizing Different Perspectives *SHRM article: “Don't Be Silent: Expert Tips to Defuse Workplace Tensions” Justice requires action. Nonviolent protest supporters. Don't protest; a few bad apples. Loyal to the system.
- 34. Do You Believe There is a Problem? Is discrimination a major issue for Blacks?
- 36. Lack of Pay Equity
- 37. Lack of Pay Equity
- 38. Next Steps Educate Yourself Train Your Team Management and Leadership Development Track and Measure (hiring, promotion, salaries, terms) Feedback Surveys Accountability
- 39. Review Talent Managem ent Practices Audit Current Salaries/Positions by Demographic Train all Hiring Managers Ban salary history questions in interviews Have salary bands for each position Have objective screening and performance tools – validated Profile Assessments
- 40. Top 10 De-Escalation Tips Be Empathic and NonjudgmentalBe Respect Personal SpaceRespect Use Nonthreatening NonverbalsUse Avoid OverreactingAvoid Focus on FeelingsFocus on Ignore Challenging QuestionsIgnore Set LimitsSet Choose Wisely What You Insist UponChoose Allow Silence for ReflectionAllow Allow Time for DecisionsAllow Source: Crisis Prevention Institute
- 41. Question 1 • #AllLivesMatter (and #BlueLivesMatter) has been generally used in response to the #BlackLivesMatter awareness campaign as a direct rebuttal. #AllLivesMatter is meant to minimize and deflect the issues that Blacks/African-Americans are facing systemically and publicly as acts of violence in the United States. Organizations cannot “thoughtfully” support Blacks/African-Americans if they allow #AllLivesMatter rhetoric in the workplace, as it is seen as outrightly offensive to Blacks/African-Americans. How should organizations do their part to irradiate issues of racism and hate speech in the workplace, like #AllLivesMatter, that have made Blacks/African- Americans feel uncomfortable and unwelcomed throughout history?
- 42. Question 2 • How should organizations make efforts to educate executives, managers and employees about racial disparities and unconscious bias that are still present but often go unspoken about in the workplace? i.e. unconscious bias’ that affect internal/external career decisions (such as similarities or dissimilarities in name, schooling, childhood upbringing, personality, etc.); pay inequities; discriminatory appearance guidelines (such as hairstyles), etc.?
- 43. Question 3 • How should organizations proactively encourage a culture of diversity within the workplace and provide an environment where Blacks/African- Americans feel seen, heard and able to connect with or be mentored by other Blacks/African- Americans within the company?
- 44. Question 4 • How should organizations make a tangible effort to source, recruit and hire qualified Blacks/African- Americans, especially in senior-leadership and decision-making roles?
- 46. Jill Koob, SPHR, SHRM- SCP Founder, Owner of Energize HR 832.419.3652 jill.koob@energizehr.com www.energizehr.com Dr. Sandra Steen Founder, Owner of Sandra Steen Consulting, LLC thejoyinstitute@gmail.com www.sandrasteen.com