Vice President and Chief Diversity Officer
Innovation and inclusivity in the workplace with Dr. Charlyn Hilliman
Dr. Charlyn Hilliman (DCH) 0:01 Don’t treat the dissenting opinion as inconsequential, right? Because that person that was brave enough to raise it, it has some real consequences to that person. Don’t get defensive when someone challenges your ideas. There are some people who rushed to respond and defend their perspectives. Try to you know, taper that down and don’t attack the person making the opinion don’t attack them, and then don’t ignore them. You know, don’t be the person that when someone raises a perspective, that’s not what you want it to hear. That just pauses and moves on by ignoring them. So it’s important to remember that dissenting opinions are oftentimes that gateway to innovation. So when people are challenging the status quo, it can lead to new and better ways of doing things. So org leaders should be open to dissenting opinions and consider them carefully when making decisions.
Jolene Mei (JM) 1:03 Hello, everyone. This is JOLENE MEI, your host for the DIVERSEEK podcast, where we talk with real people doing real work in the diversity, equity, inclusion and belonging space. If you want to explore what people are doing right, what positive impacts are happening or even how positive changes can be done. You’re in the right place. We welcome you to join us.
JM 1:27 Today we have Dr. Charlyn Hilliman with us. Dr. Charlyn is the Vice President and Chief Diversity Officer at Capella University. She is fueled by witnessing how the entire university has championed behind creating an inclusive environment for students and employees. Charlyn is moved by the inquiry she gets every day from those who want to become involved in the work. She is an expert in information technology and has proven abilities and incorporating the latest innovations with government regulations, policies, and overall institutional strategic planning. Charlyn served active duty in the United States Air Force holds two master’s degrees and a PhD in criminal justice. She has served as a subject matter expert in research, criminal justice, and public administration. Charlyn sees it as her strategic focus to develop approaches for effectively engaging learners from diverse backgrounds using techniques to build trust, foster open communication, and adapt teaching to meet the unique needs of different students. In her free time Charlyn enjoys riding e bikes and was able to ride one around Skagway, Alaska this past summer. And disclaimer, please note, all statements made by Dr. Charlyn during the podcast are solely her own and do not express the views or opinions of her employer. So welcome Dr. Charlyn. So happy to have you.
DCH 2:44 Thank you. Thank you. That was a fantastic introduction. So as we get started, wanted to give you the floor to talk about yourself, your background, and what is bringing you joy today. So I’m the first grandchild from both sets of grandparents born in the United States. I was born in Harlem, USA, but I grew up in Brooklyn. My family is originally from Guyana, South America, I always felt a great responsibility with that title, to set the trend as an American, and to make my parents and grandparents proud. I’m also the first person from both grandparents with a doctoral degree. I’m a product of the New York City public school system, from elementary all the way to PhD. As you mentioned, I’m a veteran of the United States Air Force. I’m a mother of three adult children – Kwame, Akela, and Khalil and I’m a grandmother to Akai, Caleb and Josiah. I would say I enjoyed a really lengthy career in healthcare, information technology, academia and the diversity in particularly in the education setting. So I wear all of these hats like just mentioned with pride. Today, what brings me joy is being able to use my experiences and my platform to help others. I’m passionate about DEI and innovation. And I believe that everyone has the potential to succeed. So I’m excited to be here today and to talk about how to create more inclusive and innovative workplaces. Yes, I loved that hearing your full background with your family and your career. Thank you so much for sharing. And I know with that, you know, considering all of that background, I’m curious to hear how you would define innovation. There’s so many different ways, but I wanted to hear how you see it coming into fruition or what, what’s the identifier for it? For me, innovation is all about finding new and better ways to do things. You know, whether it’s developing new products or services, improving existing ones, or finding new ways to solve problems. You know, it’s about thinking outside of the box and challenging the status quo. And that’s precisely what we’re doing at Capella University. You know, we’re constantly
Innovation, diversity, and inclusion in online education
DCH 4:59 innovating to find new ways to help our students succeed. You know, for example, we recently launched a new online platform that is more user friendly and accessible. And we’re developing new programs and courses that are aligned with industry trends. Interesting.
JM 5:14 Yes. And I know you’re talking about like setting trends earlier on when you’re talking about your background as well with the family like, okay, setting the trend. And I’m kind of curious about how we’re going to come back to that, in our conversation today, bringing in DEI into the conversation, how do you perceive the connection between DEI, and innovation?
DCH 5:38 I believe that DEI efforts are essential to innovation. When teams are diverse and inclusive, they have a wider range of perspectives and experiences to draw from a truly innovative organization is one that embraces inclusion, recognizing that collective wisdom of a diverse team is the foundation for groundbreaking solutions. And so you know, when you think about Capella, we’re committed to creating a diverse and inclusive environment for students, faculty, and staff. And we believe that everyone, you know, deserves an opportunity to succeed, regardless of their background. So that’s why we’re setting up an environment where people feel comfortable sharing ideas and perspectives. And all of this ties, right into innovation. Because, you know, we’re better off for it. And we’re better off for innovating with these types of teams.
JM 6:31 Yes, I like that. You mentioned teams and the opportunity to succeed, you know, regardless of background, or even including that background. And I know, you mentioned diverse teams, and we’re talking very, like macro level right now, which is fine, because you know, we’re going to do a little bit more deep diving as we continue. But bringing in an innovative team, you basically hinted at it in your response. But for you, I wanted to ask if you had an example, like the lived example that you wanted to give of what an innovative team looks like to you, like, was there a time you saw people on your team collaborate and innovate? What did that look like?
DCH 7:05 That’s a great question. You know, as I mentioned, DEI is really the lifeblood of innovation. So fueling the engine for creative solutions. So when our teams embrace diversity, and inclusivity, we can unlock a treasure trove of perspectives, each offering unique insights and experiences. So this diverse landscape of thought becomes the fertile ground for breakthrough ideas, you know, allowing us to approach the problems with fresh eyes, and unconventional approaches. So our world is just so interconnected, so complex, right, and we can’t operate in silos, right. So we have to embrace DEI as the catalyst for innovation and foster this collaborative environment where diversity sparks creativity, you know, so kind of laying the foundation for what I see as our amazing innovative team of instructional designers and subject matter experts. So an example here is, you know, they’re constantly developing new and innovative ways to deliver our courses to our students. So they developed an interactive learning model module, and it helps students to learn a course material based on the application of the DEI curriculum tool during the whole course development process. So the module is engaging and informative, and incorporates inclusive language that respects diverse cultures, identities, abilities, and beliefs. And so this was like a great example of how that buy in helps to facilitate ideas for innovation, as we improve the learning experience from our students. And then we also want to create like a safe environment for everyone to feel comfortable. So part of that innovation and the safety comes from, you know, allowing our teams to take risks and to experiment. So we have what we call innovation, Army boot camps, and think tank workshops. And these programs bring together people to kind of ideate and focus on innovation. So we celebrate, like big successes, small successes. But most importantly, you know, the teams are passionate and dedicated to making that difference. And they’re the ones that are driving the innovation. I’m so grateful for that hard work and that dedication, you know, I’m excited to see what the future holds for Capella. Because we’re at the forefront of innovation in online higher education, and we’re committed to helping our students succeed in the global economy.
JM 9:41 Yes, I love that. You mentioned so many things with that response. So Tech, I heard DEI as a catalyst for innovation. That was awesome. And also safety. And I think a lot of those things I want to specifically bring in inclusion into the space here because you know, just talking about it more directly, is I do feel that it is also part of this scenario that you’ve talked about? So how do you if you could further define how you see inclusion, adding to the capabilities for teams, inclusion
DCH 10:10 is essential for innovation, you know, because it brings people together, you know, with the different perspectives and experiences, like what I shared about myself, there’s so much there, right? So when you have this inclusive environment, it fosters this culture of collaboration, you know, diverse ideas can freely collide and spark breakthrough innovation. And that leads to a broader range of ideas and solutions. All of those are critical for innovation. And organizations have to encourage employees to share their ideas and perspectives openly and honestly, you know, opportunities for employees to learn from different cultures and backgrounds have to exist. And this helps create a more inclusive environment, which, in turn leads to more innovation.
JM 10:59 Yeah, I liked what you said about being able to share openly and honestly as well. Because I think, you know, with all the dynamics, I think that it says a lot if you’re able to collaborate, and openly and honestly share something that is impactful, even though it might not be like something nice to hear. Right. So yeah, I think speaking about that part with safety.
Psychological safety, leadership, and dissenting opinions
JM 11:20 Can you also give me a few examples of ways that Capella University has aimed towards providing psychologically safe spaces we’ve touched on it, but I’m curious about like the process behind that too. You know,
DCH 11:31 Capella University is committed to providing that psychologically safe space, you know, for our students, our faculty and our staff, so few examples. So our students are invited to embark on, you know, intellectual journeys, stimulating lectures and workshops with thought provoking topics are delved into with open minds and receptive hearts. So this learning environment fosters a safe space, where diverse perspectives are not just welcome, but encourage, you know, a lot of our students to engage in meaningful discussions and again, exchange ideas without, you know, fear of judgment or silencing. And then we also have like the open door policy for all employees, our employees feel comfortable going to their managers or HR would concerns make thing we have our employee resource groups, for various identity groups, such as women and leadership, disability community connects, you know, Pride Alliance for LGBTQ+ individuals. And so our ERGs provide a safe space for employees to connect with others that share their identities or experiences. And, you know, we use support circles to provide employees with safe and supportive space to process difficult emotions, such as fear and grief. So for example, you know, after the mass shooting that took place in Maine, we immediately offered a support circle, to give employees space to process the events and to be vulnerable in a safe space. Yeah,
JM 13:07 that is probably very impactful, especially during those difficult times where I know, it might be a more obstacles mentally to get out, you know, and do the daily things. So that’s, that’s awesome to hear about those circles. You know, I think that I actually wanted to throw a random question at you. Because about psychological safety, like, was there a time for you that you felt somebody provided you that psychological safety that you’re like, Oh, I feel so comfortable sharing and being vulnerable? Like you said,
DCH 13:36 Yeah, I mean, I’ve been at Capella a long time. And I feel psychologically safe in some circles more than others. You know, it’s like any environment. But knowing that there’s so many people there, that I can just be my authentic self with. And I know I’ve presented at a few of our webinars, and even in that large setting, like I disclose things, either about my childhood, you know, some stories about my grandmother and some stories about my brother and my, you know, my own personal health journeys and things like that. And I felt safe. I didn’t feel judged. I didn’t feel like after those disclosures that anything was going to change about who I was in the organization, and how I was going to be received.
JM 14:25 I love that that nothing was going to change about who you are and how you’re going to be received with. That’s lovely. And what do you feel in those situations like added to that opportunity for you?
DCH 14:36 I don’t want to say the ability to be transparent, like that I think has propelled my leadership. I think it’s raised my credibility in the organization. Folks know that. I have had experiences and some are challenging and some are reflective of their own experiences. And they know that despite it all I’m still a leader, and I’m still leading And if I can traverse the professional journey soak in de
JM 15:04 Yes, yes, I know, it’s important to note that we’re all human right. And I know we started this discussion on teams, we’re saying, okay, like, this is part of DEI as part of the equation. And inclusion is part of the equation. So we can focus on the innovation piece, right. And part of that though, in order for us to focus on that piece, we do have to make sure to acknowledge and address these other human elements. So as talking about leadership, do you have any do’s and don’ts that you would give to org leaders when navigating and responding to, you know, the dissenting opinions that may be challenging the status quo, because these moments can also be seen as a gateway to innovation as well. There’s
DCH 15:40 some do’s and don’ts definitely for navigating, you know, listening to dissenting opinion with an open mind not listening to respond, listen to listen, you know, ask questions to clarify the dissenting opinion and get more information. I’m a question asker, I am going to ask questions, just because I want to understand where you’re coming from. And I want to understand what I don’t understand, be respectful of the person sharing dissenting opinion. And, you know, watch your face, Don’t roll your eyes. Just be respectful, listen, process and see how you can move forward with that. And consider the dissenting opinion when making the decisions. You know, you may not always be able to do everything that person is asking, but have that as part of the consideration. So those are my do’s, the don’ts don’t treat the dissenting opinion as inconsequential, right? Because that person that was brave enough to raise it, it has some real consequences to that person. Don’t get defensive. When someone challenges your ideas. There are some people who refuse to respond and defend their perspectives. Try to you know, taper that down, and don’t attack the person making the opinion don’t attack them. And then don’t ignore them. You know, don’t be the person that when someone raises a perspective, that’s not what you wanted to hear. That just pauses and moves on by ignoring them. So it’s important to remember that dissenting opinions are oftentimes that gateway to innovation. So when people are challenging the status quo, it can lead to new and better ways of doing things. So org leaders should be open to dissenting opinions and consider them carefully when making decision.
Tech-enabled mentorship and data collection in organizations
JM 17:37 Hello, listeners, time for a quick break to give your brain a quick rest. If you have not done so already, and would like to support our mission. Please follow our podcast, leave a review, or share this episode with someone you think would enjoy it. Thank you so much for listening in. And let’s get back to the conversation. Yes, I love that, especially bringing up that it probably took a lot of bravery for the person who is bringing up that opinion. That was a good note to make. And also for those of you who haven’t noticed, that was Dr. Charlyn’s cat meowing in the background.
DCH 18:15 Yes, that’s Simba. Simba wanted to be a part of the podcast. He was auditioning earlier, but did not quite make the cut.
JM 18:20 Sorry, Simba next time next time. Oh, all right. Well, thank you for allowing us to hear your kitty cat through the door. But wanted to switch back gears here. I wanted to actually bring you back into this conversation as well, because you know, you are a leader as well. So maybe it was having to do with the scenario we just talked about or not. But I think it’s also helpful to hear this lived experience of moving through challenging situations. So has there been a time that maybe you felt disrespected at first in a situation? And how did that evolve? Like, how did you change that situation? Maybe where it evolved into respect or resolve?
DCH 19:00 Yeah, that’s a really good question. I want to point out, I love transparency. And so I like to let people know how I feel, not all the time in the moment, because it’s not always appropriate in the moment, especially if you’re in an emotional state. But there was definitely a time where I felt dismissed that work. So I was working on a project with a colleague, and he was constantly interrupting me and talking over me. So I tried to speak to him about it. But he didn’t seem to understand or even acknowledged that he was doing that. So eventually, he looped back around to me, saying that after he had some time to think about it, he realized that he was being dismissive of me and my viewpoints. And so we’re able to really sit down and you know, process it and resolve the situation. And we’re able to continue our working relationship and be very productive. So, what I learned from that is that it’s important to remember that everyone makes mistakes. So You know, if you feel disrespected, the first thing that you should do is talk to the person who made you feel that way. I mean, of course, there’s going to be times where you’re not always able to resolve the situation on your own. And you may need to loop in your manager or that person’s manager or HR for help. But always start with the person and always start with grace and understanding. Yeah,
JM 20:20 I love that. Talking to the person always starting with grace. I think that sometimes people aren’t aware, right about the interrupting part. Because there has been times that I have spoken to people, I’m like, Hey, like, I don’t know if you noticed, but like, I couldn’t really get a word. And they’re usually like, Oh, my God, I didn’t even realize, you know, so I can definitely relate to that situation. All right, we had a really good discussion about teams. I am excited to talk about tech, especially with your background. So I’m going to switch gears here and the conversation. So to start us off here, I wanted to offer you the space to talk about any interesting ways. You’ve seen tech leveraged to provide inclusive and accessible opportunities for engagement between levels of an organization big question, but good one. Yeah.
DCH 21:08 It’s a big question. I hope I have a decent answer. I think there’s many interesting ways to use technology to provide that inclusive and accessible opportunity, you know, for engagement. So you know, some companies use an Our company is definitely one of them. We use video conferencing platforms to host regular town halls and Q&A sessions with our senior leadership team. So that allows employees from all levels to interact and ask questions of the leaders in in a little bit more of a safe space, something about having that technical barrier makes it a little safer. You know, I’ve also seen companies use social media platforms for creating ERG spaces and resources, we do that as well, you know, where folks from different backgrounds connect with their experiences using, like internal technical solutions. And so that way, across the enterprise, people are able to build these relationships and fostered a sense of community, with employees at different levels, using just simple platforms that are already available.
JM 22:16 Yes, good points. And okay, so the next question I have for you, is I know, we’ve talked about teams a lot, including our past response, but I wanted to bring in students, it applies to teams as well. But you did mention mentorship. So I know mentorship can be another pipeline to prepare employees and students for success. So what are a few examples of ways that you’ve seen tech or platforms be leveraged to offer mentoring opportunities? Okay,
DCH 22:41 so I’m gonna touch on both ways. So a cappella, we have a super internal mentorship program. And so it’s an example of how we’re leveraging that technology for mentorship opportunities. So the program allows employees from all levels to have access to other employees through this mentorship opportunity. And what the technology piece does is that it bridges location, right, and leveling. So now, folks from different levels are connecting with other mentors and mentees and mentors are connecting regardless of their location. So that’s one piece. And for our students, we have, you know, peer connections platform, and that allows students to connect with mentors who are either current students or alumni. And they can get this kind of personalized support and guidance from someone that’s more experienced, either in that academic realm or through that professional realm. You know, it’s the same concept of the technology base to bridge a divide of location. Yes,
JM 23:47 I love that personalized support to with that access, right? Despite the location. So that’s really interesting to hear. Yeah. Okay, moving into data. What are three creative ways you’ve seen data be collected or utilized to promote DEI efforts and innovation? So
DCH 24:05 I love data. Let’s start with that. I love data. And I love the story that data can tell. So I’m gonna give you these three examples.
Data-driven DEI initiatives at Capella University
DCH 24:14 So the first one is through our course development process. So our DEI course development integration data, let’s call it that. So Capella University uses DEI course, development, integration data, to track progress on creating a more inclusive curriculum. And so identify courses where there are opportunities to be more intentional about inclusive and Universal Design Learning principles. So these data right help Capella to ensure that all students have the ability to succeed in the course, regardless of their backgrounds and abilities. another data source, we’re using DEI engagement and like well being indexes, so we use these engagement a lot Bing indexes to track improvements of the organizational culture. So the indexes measure employee satisfaction with DEI initiatives and their sense of belonging. So the data helps us identify areas where we can improve efforts and create more inclusive and more welcoming workplaces for employees. And then the last data point is like the employee feedback data. So we collect employee feedback through surveys and focus groups, right. And that data identifies areas where, again, the organization can improve DEI efforts. And we constantly use that employee feedback. And one example of how we used it is in the development of that mentorship program that I mentioned. And we push that further and created a new mentorship program for employees from underrepresented groups. And that gives them access to the senior levels of our organization for mentorship and support. Wow, that sounds
JM 26:03 really interesting. And I know you’ve mentioned like the collection piece of it like and also utilizing it the data that you’ve collected to inform the practices. So that’s really awesome. I’m throwing another question at you for collection, because I feel like data collection isn’t talked about enough. But I’m curious about what you have found to be most successful when it comes to collecting these data points, like I’m talking about maybe is there like timing that you feel like is most successful that you’ve gotten more responses or modes of sending out the surveys? Just curious, I would
DCH 26:35 say we see the most success from continuity and consistency. So if we’re consistently collected data at certain specific points, then people know it’s coming. And you’re not blindsiding folks. And they’re, they’re prepared, like the surveys coming at this fixed point in time. And people are aware of that. And then so we promote it, in terms of at our town halls and different venues and through emails, and from our internal social media platforms. So we build up the excitement around the data collection. And I think that’s one of the best strategies we’ve used in collecting the data and getting good response rates.
JM 27:16 Great point, so that that consistent and encouraging communication there. Yeah, that’s awesome to hear. Okay, bringing AI into the conversation. Do you use AI to assist with like, the work that you’re doing? Or, like, what are some ways? Or what are some ways you want to learn to use AI better?
DCH 27:32 So yeah, I jumped on that AI bandwagon right away, I was so excited about it, I think that must be the tech side of me. So I’m definitely interested in AI. And I have used AI in my DEI work. So for example, I’m interested in using AI to develop new DEI initiatives, and identify new opportunities for innovation. So I prompt different generative AI tools about this, you know, to see what new information that the AI tools have gathered, right, that I may not be aware of. So this is ongoing. And, you know, it kind of helps me test what I already have happening. And so I’m really interested in developing an AI tool to help identify and address unconscious bias in our hiring and promotion practices. And so that’s part of that consistent prompting and seeing what’s out there that I don’t know about. And in terms of our learners, for Capella learners, our focus is in preparing our students for the future of work, and how to work alongside AI. So how to keep up with the fast pace changes. That’s kind of, I guess, an abbreviated version of how I’m using AI at this point.
JM 28:44 Yeah, I know that you probably can do a deep dive knowing that you love data and tech, so I appreciate it. That abridged version.
DCH 28:51 Yeah, I was almost full on nerding on you, but I stopped. Oh,
JM 28:56 man, I’m just getting Oh. But yeah, actually, I’m so curious to hear when you’re talking about using the generative AI to find out and prompts things out there to learn more, especially when you talked about like unconscious bias in the hiring practices. This next question I have for you has more to do with data, but feel free to add anything you’ve learned from AI as well. But if was there a time that you were like pleasantly surprised by something you learned in your data, or and also a time that you were motivated to act by something that you learned in your data? So it’s a two part question I’ve
DCH 29:30 seen firsthand, you know, how data can drive the so you know what capela as I mentioned before, we’ve used data to identify areas where we need to improve our diversity and inclusion. So when we began our journey, we use the like preliminary survey to identify focus areas right. Then we use the data to track the progress of our DEI initiatives and identify areas you know where adjustments were needed, and I was pleasantly surprised.
Diversity, equity, and inclusion in the workplace
DCH 30:00 When I saw the data from our employee engagement surveys, and it showed a steady increase in employee engagement and wellbeing, so the data indicates that Capello’s DEI initiatives are having a positive impact on the employee experience. And so that motivated me right. So I’m motivated to continue working on the DI initiatives, and to make sure that everyone feels welcomed, valued, respective at work. And then also, you know, I’m more committed than ever to use that data to create these spaces of inclusion and equitable contributions for all of our employees. Yeah, that was actually pretty interesting to hear for the stability said the study satisfaction, correct? Yes. Study satisfaction. Yes. I think he’s like a slightly different words than I did. So. But yeah, that was pretty interesting to hear. Yeah, to see, instead of like an uptick. It’s just like that trend. So that’s pretty interesting to hear. And then the second part was like a time that you saw the data that motivated you to act like what I had mentioned before, the motivation to act came from the consistent messaging in the data we were collecting about underrepresented groups wanting to have more access to senior leadership. So that was acted on almost immediately. And then also, you know, the data was showing the need for career projection and upward mobility. And that’s where that mentorship piece came in. And these are all things that came from that data collection, that we were able to turn around and say we’re doing something about it. Yeah. I love to hear that background there. Two previous responses we heard from you, actually. So that’s pretty awesome to hear. All right, we had a lot of discussion we had around Tech, I have a few more questions before we end the conversation. But I wanted to just offer an open space, if you have any resources that you’d like to share with our listeners that you feel have been helpful for you in your work, things that I’ve read. So I’ve read the innovation, inclusion playbook, unleashing the power of diversity and inclusion to drive innovation. And that’s by Diversity Inc, and McKinsey can be found online, I could probably share that link with you. And I’ve used DEI for innovators how to build a more inclusive innovation process. And that’s also available online by Liane Moriarty and the innovation fields book. And it’s a practical guide to building more diverse and inclusive innovation teams. And that’s another one I Diversity Inc and McKenzie and then there’s some websites out there you know, the Center for Inclusive innovation, Deloitte, diversity, equity, inclusion and innovation link and ideos design for inclusion, those are some really good resources. So those organizations like once you get in there, there’s a wealth of information on DEI and innovation as well as resources to help you know organizations build more diverse, a diverse and inclusive innovation teams and processes. Wow, all of those resources sounded very, like application focused and like you said, a wealth of knowledge. So I’m excited to get those links for you, from you and put them in the show notes. So thank you for that. Okay, any last words that you’d like to leave our listeners off with when it comes to diversity, equity, inclusion and innovation. So I’d like to leave our listeners with the following message. Innovation is not a sole endeavor. It’s a symphony of diverse voices. So let’s elevate diversity, equity and inclusion as the conductor of this harmonious innovation orchestra. I love music, by the way, be a change maker, you know, champion Dei, in your workplace. Diversity and Equity and Inclusion, you know, are not just buzzwords, but their pathways to a brighter, more innovative future for your workplace. You know, it’s not about checking boxes, it’s about taking action. You know, you have the power to create more inclusive and equitable environments for everyone. You know, where everyone’s voice is heard and valued. You know, that you have to ignite change, and that starts with yourself, educate yourself, challenge your own biases, and speak up against discrimination, and support DEI initiatives in your workplace and outside. I love that, especially when you said pathways towards innovation, and that they’re just, they’re not just buzzwords. So thank you so much. All right, it’s time for our last question. And I feel like this last or diversity question today, it feels a little repetitive because we’ve literally been talking about inclusion this whole time, but just for good measure, wanted to ask it anyway, for you, Dr. Charlyn. How does an inclusive workplace culture look like to you so an inclusive workplace
DCH 35:00 As you know, it’s a tapestry, woven from diverse threads of individuals, you know, each valued for their unique contributions. It’s the space, open communication drives, or ideas and perspectives, you know, mingle and flourish, where everyone feels empowered to express their authentic self. You know, it’s inclusive Haven, you know, respect and empathy reigns supreme, you know, fostering an environment where biases and discriminatory behaviors are not tolerated, but confronted and transformed. So when I’m thinking about that, I want you to like, imagine a workplace where everyone feels not just included, but indispensable. You know, where their voices echoes and, you know, with equal resonance, you know, shaping the very fabric of decisions. Just picture this tapestry of backgrounds and experiences woven together seamlessly, you know, creating this symphony of perspectives that enrich every endeavor, I want you to envision an environment where respect and dignity are the cornerstones of interaction, transcending any differences in our origin or belief. This is the embodiment of true inclusivity where discrimination is you know, it’s not just shunned, it’s eradicated, replaced with zero tolerance policies that safeguards the sanctity of each individual contribution. I am really passionate about creating an inclusive workplace culture. You know, it’s not easy, but it’s essential for success in today’s globalized economy. When organizations create a culture where everyone feels welcome valued and respected, they can attract and retain the best talent, and they can innovate and succeed in the marketplace. So many great things you said there, especially respecting the sanctity that of each individual contribution. So lovely. I truly enjoyed talking to you today about the DEI, innovation and Tech. Thank you so much. It was lovely learning from you today. And yeah, just I hope that the listeners enjoy the resources that we can provide in the show notes. But without further ado, thank you so much for being here. Dr. Charlyn, thank you so much for having me.
JM 37:18 Thank you for joining us today. As we continue to explore how we can enable diversity at work, follow us and get notified of our latest episodes. Also, we want to hear from you. Please like rate and review us on your podcast app or wherever you’re listening in. If you want to contact us, please visit diverseek.com – that is d i v e r s e e k.com. This episode was produced by Madhu Nair, edited by Cansin Dalak, researched by JOLENE MEI, music composed by Nicholas Lang and our production team includes Keisha Williams, Prashant Balbar and Maria Querina. I am your host JOLENE MEI and you have been listening to DIVERSEEK.
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