Panelists: (from left) Bev Brown, Tonya Jackman Hampton, Ravi Norman, Philomela Morrissey, David Hough, and Tasha Byers
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The Minneapolis\/St. Paul Business Journal held a Diversity in Business panel discussion on July 14th. The guests included a representation of local organizations small and large, from the Saint Paul Chamber of Commerce to Wells Fargo.<\/p>\n\n\n\n
Achieving representation within organizations isn\u2019t enough to make us feel like we\u2019re actually a part of it. Social inclusion plays a huge role in how work feels \u2014 how welcomed we feel and how integrated we feel. I connected this to the common knowledge that business, and advancing in business, is more about relationships than acquaintanceships.<\/p>\n\n\n\n
They are hard, and they must happen. Policies and programs don\u2019t change hearts, but taking time to have group discussions about race and diversity, and the work culture around them, makes a difference. These conversations require openness and vulnerability, traits that positively impact the humanness of the work environment.<\/p>\n\n\n\n
Networking with people who you identify with is important to feeling heard and supported. I saw this as the other side of the coin to the first theme \u2014 social inclusion: People want to connect with everyone, but also have an opportunity to meaningfully network with people who may be experiencing similar frustrations, situations, or hurdles. I think that\u2019s something we all want, but may take for granted when we have it.<\/p>\n\n\n\n
While culture isn\u2019t top-down, people take cues from the what leadership and high-profile colleagues care about and talk about. If they set an example to actively and persistently value diversity, people within the organization are more likely to follow suit. In fact, leaders can\u2019t not<\/em> show up in the discussion, especially around current events.<\/p>\n\n\n\n Tasha Byers, of the St. Paul Chamber of Commerce, shared that the Minneapolis\/St. Paul region is ranked #1 at retaining whites, but only #14 at retaining people of color. When she and colleagues talked to people across races, she heard the refrain, \u201cI\u2019d like to stay, but\u2026\u201d Why?<\/p>\n\n\n\n One reason they found, across races, was a lack of opportunities to network with other professionals of color. (See theme above.)<\/p>\n\n\n\n She also made an interesting observation about the (in)famous Minnesota Nice temperament that pervades our social interactions. What she found Minnesota Nice often means for people of color is that colleagues are nice and friendly at work, but that it doesn\u2019t translate into social inclusion. She described the feeling like this: \u201cIf I\u2019m not in your informal network, I\u2019m not going to be able to have upward mobility in the career path.\u201d<\/p>\n\n\n\n Lastly, she observed that organizations in the region don\u2019t seem to see an individuals\u2019 diversity as an asset. When I heard that I was immediately reminded of the \u201ccultural fit\u201d versus \u201c<\/a>cultural<\/a> <\/a>contribution<\/a>\u201d<\/a> distinction.<\/p>\n\n\n\n Her rallying cry was that we need to change MN Nice to MN Warm and change the narrative. As she said, \u201cLet\u2019s go from \u2018I\u2019d like to stay, but\u2026\u2019 to \u2018I can\u2019t leave because\u2026’\u201d<\/p>\n\n\n\n Some resources she mentioned: MSP Mingle and MakeItMSP. You can get to know more about Tasha in this StarTribune <\/a>article<\/a> or this Minneapolis\/St. Paul Business Journal article.<\/p>\n\n\n\n Ravi Norman definitely stole the show. He brought amazing energy to what was at times a relatively dry conversation. He was first one to really expand the conversation to a purpose bigger than numbers and a level higher than programs. From the get-go, he said, \u201cDiversity without deep intent and sustained investment does not work.\u201d He then went on to make the truthful observation that humans are predisposed to homogeny; we seek the familiar and desire common recognition. Familiarity induces trust. Therefore, getting people to embrace differences will take more than programs.<\/p>\n\n\n\n This reminded me of an astute comment I heard recently: diversity will always be hard.* Diversity \u2014 of people, ideas, backgrounds, ways of thinking \u2014 means people are dissimilar. That\u2019s not easy for anyone. On one hand, this seems discouraging. But on the other hand, it\u2019s also liberating. It\u2019s not hard because we\u2019re doing it wrong (yes, some probably are). It\u2019s hard because we\u2019re doing it at all<\/em>.<\/p>\n\n\n\n But back to Ravi.<\/p>\n\n\n\n He suggested that organizations have to become human asset organizations<\/em>. What does that mean?<\/p>\n\n\n\n He went on to outline three best diversity practices:<\/p>\n\n\n\n When the panel was asked how they measure diversity and the success of what they\u2019re doing, many had pretty standard answers about numbers and program size. But someone (I think Ravi) said that they make dedication to and actions toward diversity part of annual review for employees. Individuals must demonstrate how they are helping the organization achieve their diversity mission.<\/p>\n\n\n\n Ravi\u2019s company, Thor Construction, built a health app that allows people to rate their wellbeing across several dimensions \u2014 physical, spiritual, financial, emotional, psychological \u2014 so the individuals and organization could see how good (or bad) people feel on a variety of levels. He saw a huge increase in people\u2019s engagement with their own wellness as a result of using the app.<\/p>\n\n\n\n Lastly, Tonya Jackman Hampton said the\u00a0race <\/a>exhibit<\/a> <\/a>at the<\/a>\u00a0<\/a>Science<\/a> Museum<\/a>\u00a0was worth going to, maybe as a group field trip for teams or organizations.<\/p>\n\n\n\n Bev Brown, Excel Energy<\/p>\n\n\n\n Tasha Byers, St. Paul Chamber of Commerce<\/p>\n\n\n\n David Hough, Hennepin County<\/p>\n\n\n\n Tonya Jackman Hampton, HealthPartners<\/p>\n\n\n\n Philomena Morrissey, Wells Fargo<\/p>\n\n\n\n Ravi Norman, Thor Construction<\/p>\n\n\n\n In April, Clockwork launched the\u00a0MN Tech Diversity <\/a>Pledge<\/a>. It\u2019s our way of starting a local coalition of organizations that want to improve the state of diversity in our local industry. Check out the signatories and join us!<\/p>\n\n\n\n *I can\u2019t remember where I heard this. It was on the radio. If it sounds familiar, please share!<\/p>\n","protected":false},"excerpt":{"rendered":" Panelists: (from left) Bev Brown, Tonya Jackman Hampton, Ravi Norman, Philomela Morrissey, David Hough, and Tasha Byers The Minneapolis\/St. Paul Business Journal held a Diversity in Business panel discussion on July 14th. The guests included a representation of local organizations small and large, from the Saint Paul Chamber of Commerce to Wells Fargo. Big takeaways […]<\/p>\n","protected":false},"author":19,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[53],"tags":[],"coauthors":[86],"class_list":["post-2292","post","type-post","status-publish","format-standard","hentry","category-culture"],"acf":[],"yoast_head":"\nSome moments and quotes that really stuck with me<\/strong><\/h2>\n\n\n\n
Tasha Byers\u2019 Contribution<\/strong><\/h3>\n\n\n\n
Two Words: Ravi Norman<\/strong><\/h3>\n\n\n\n
Measuring diversity<\/strong><\/h2>\n\n\n\n
Panelists<\/strong><\/h2>\n\n\n\n
MN Tech Diversity<\/strong><\/h2>\n\n\n\n