the Offer with Michael Glinter

Inclusion Series: Racism - Should it be Separate from Diversity/Inclusion in the Workplace?

October 15, 2020 Michael Glinter
the Offer with Michael Glinter
Inclusion Series: Racism - Should it be Separate from Diversity/Inclusion in the Workplace?
Chapters
the Offer with Michael Glinter
Inclusion Series: Racism - Should it be Separate from Diversity/Inclusion in the Workplace?
Oct 15, 2020
Michael Glinter

Special Guest - De-Dee Loftin Davis
 
 Diversity and Inclusion programs are prevalent all over the World.  Fortune 500 companies often times have entire divisions that focus on these initiatives.  But is it enough? Should there be Racial Awareness and Prevention Programs / Initiatives separate from Diversity and Inclusion?  De-Dee has a unique background with experience on both sides. She has been in Diversity and Inclusion roles; along with she brings over 15 years of Racial Education background.  Listen to this unique exchange of views on the topic in today's podcast. 
 
 Today's Podcast Perspective

  • De-Dee explains her work with Racism and Racism Education
  • Educating on Racial Bias and Racist behaviors in the workplace - Do's and Don’ts
  • Corporate Culture - Level of Intimidation when working for someone that is NOT Diversity/Inclusion movement - is emphasizing Racism hurting the movement
  • We don't have Ageism, Sexism, Gayism programs or initiatives, why should we focus only on Racism?
  • 85-90% of the D&I Leaders are African American - Shouldn't we have more diversity at the top? Reverse discrimination?
  • De-Dee speaks on how just because an African American is at the top, does not mean there aren't other forms of diversity reporting to them
  • Tokenism of having a black person
  • Michael states - I want an African American as the President of the company and a Gay White person in the head of the D&I position
  • Are we not propagated stereotypes?
  • Lack of Understanding on what people of color go through 
  • Racism and Diversity/Inclusion should be separate
  • De-Dee believes Diversity/Inclusion programs focus on Normalizing the issues
  • Getting clarity and stop automatically assuming things - stop judging people based on their actions
  • Racial discrimination and micro-aggression
  • Does working for a boss that is white/straight differ from a person you work for that is diverse being gay or another form of protected class?
  • What can companies do in order to address Racism
  • Education on what it means to be a victim of Racism
  • Training and speakers with specialty in Racism
  • Changes need to come from the Top; How do we get the top changed
  • Normalizing conversations on Racism


 De-Dee Loftin Davis
 https://www.linkedin.com/in/de-dee-loftin-davis-033b164a/
 
GLINTER SOCIAL MEDIA AND CONTACT INFO

 [email protected] (Email)
 https://www.michaelglinter.com/podcast-1 (Podcast)
  http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)

 

Show Notes

Special Guest - De-Dee Loftin Davis
 
 Diversity and Inclusion programs are prevalent all over the World.  Fortune 500 companies often times have entire divisions that focus on these initiatives.  But is it enough? Should there be Racial Awareness and Prevention Programs / Initiatives separate from Diversity and Inclusion?  De-Dee has a unique background with experience on both sides. She has been in Diversity and Inclusion roles; along with she brings over 15 years of Racial Education background.  Listen to this unique exchange of views on the topic in today's podcast. 
 
 Today's Podcast Perspective

  • De-Dee explains her work with Racism and Racism Education
  • Educating on Racial Bias and Racist behaviors in the workplace - Do's and Don’ts
  • Corporate Culture - Level of Intimidation when working for someone that is NOT Diversity/Inclusion movement - is emphasizing Racism hurting the movement
  • We don't have Ageism, Sexism, Gayism programs or initiatives, why should we focus only on Racism?
  • 85-90% of the D&I Leaders are African American - Shouldn't we have more diversity at the top? Reverse discrimination?
  • De-Dee speaks on how just because an African American is at the top, does not mean there aren't other forms of diversity reporting to them
  • Tokenism of having a black person
  • Michael states - I want an African American as the President of the company and a Gay White person in the head of the D&I position
  • Are we not propagated stereotypes?
  • Lack of Understanding on what people of color go through 
  • Racism and Diversity/Inclusion should be separate
  • De-Dee believes Diversity/Inclusion programs focus on Normalizing the issues
  • Getting clarity and stop automatically assuming things - stop judging people based on their actions
  • Racial discrimination and micro-aggression
  • Does working for a boss that is white/straight differ from a person you work for that is diverse being gay or another form of protected class?
  • What can companies do in order to address Racism
  • Education on what it means to be a victim of Racism
  • Training and speakers with specialty in Racism
  • Changes need to come from the Top; How do we get the top changed
  • Normalizing conversations on Racism


 De-Dee Loftin Davis
 https://www.linkedin.com/in/de-dee-loftin-davis-033b164a/
 
GLINTER SOCIAL MEDIA AND CONTACT INFO

 [email protected] (Email)
 https://www.michaelglinter.com/podcast-1 (Podcast)
  http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)