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It's @TheLeadDev #LeadDevTogether Session SIX tonight: Building Inclusive Companies, co-hosted by @tsunamino, opening with a tutorial on how to appear your best in photos!
@anjuan was 100% convinced :)
@anjuan was 100% convinced :)
Amazing takeaways just from the intro:
> This work can be really uncomfortable. We are undoing literal centuries of oppression and systems, sow e need to be comfortable with being uncomfortable.
> This work can be really uncomfortable. We are undoing literal centuries of oppression and systems, sow e need to be comfortable with being uncomfortable.
> We as leaders have to lead by example. And so if we are uncomfortable and show our vulnerability, it will make it a lot easier for others to be able to learn as well.
Now @KimCrayton1 is talking about the business case for the lived experience: and a reminder that diversity = recruitment, but inclusion = experience.
> If you really want to work on ensuring that your intention has the impact that you want, you have to have a strategy behind it.
Next is our panel: @JamesLoduca @nirushika @brewer404 and Megan Chinburg on Understanding your position and potential in Diversity, Equity and & Inclusion efforts.
Making visible mistakes, learning the art of the apology and demonstrating growth in vulnerable situations.
Making visible mistakes, learning the art of the apology and demonstrating growth in vulnerable situations.
I love this theme. I've made so many mistakes as a leader, and shameful mistakes when it comes to diversity and inclusivity. The key is to not hide them and pretend they didn't happen: own them, accept your bias and try your best to learn.
Also, what a session to have this week now Tr*mp is gone. So apt. So glad we weren't talking about this immediately after his re-election.
Next is @lafawn reminding us: one of the best things that you can do as an ally is to take the time to educate yourself.
It's not up to people from underrepresented people to teach you and parse events. Don't give them additional burden.
It's not up to people from underrepresented people to teach you and parse events. Don't give them additional burden.
> Representation matters. If leadership roles are perceived as elusive or exclusive to many members of the workforce, then they're not going to think that they can grow within your company.
Last up is @melissaandrada - how to *talk* about oppression, racism, transphobia, homophobia and sexism in a way that will "open up the hearts of the people in the room and not shut them down" - via a lived experience on how to listen.
I LOVE THIS. A "business case" for diversity isn't enough: there's a moral imperative. @melissaandrada called this the "case for humanity".
> Cisgender folks have an opportunity to make people feel safe.
If we have the chance to make this world better, how could we not take it?
> Cisgender folks have an opportunity to make people feel safe.
If we have the chance to make this world better, how could we not take it?
@tsunamino thank you so much for the session today - a real highlight of the series so far. I've been on my DE&I journey for while now, and pride and humility I think I've done some good stuff... but I still got a HUGE amount from this.
Let's be alive... let's be human!
Let's be alive... let's be human!
