WEBVTT

00:00:44.063 --> 00:00:46.713
You've probably already
experienced this,

00:00:46.724 --> 00:00:48.963
but... diversity just shows up.

00:00:49.088 --> 00:00:51.961
It walks in your door
through the hiring process...

00:00:51.972 --> 00:00:53.874
who's out there
in the applicant pool...

00:00:53.885 --> 00:00:56.155
that's what's available
for you to hire.

00:00:56.415 --> 00:01:00.695
What organizations are noticing,
especially over the last few years,

00:01:00.706 --> 00:01:04.174
is that they're getting increasing
numbers of people who are different,

00:01:04.185 --> 00:01:07.144
and in different places
in their organization.

00:01:07.435 --> 00:01:12.525
Demographically, we're seeing more
people belonging to different groups.

00:01:12.597 --> 00:01:14.457
We're looking at traditional things

00:01:14.468 --> 00:01:18.965
like race, color,
national origin and ethnicity,

00:01:18.966 --> 00:01:21.775
but now we are also seeing
different religious groups,

00:01:21.786 --> 00:01:26.115
more people with disabilities,
and issues around sexual orientation.

00:01:26.281 --> 00:01:29.943
All those things are a lot more
present and a lot more visible

00:01:29.954 --> 00:01:31.584
in many organizations.

00:01:31.641 --> 00:01:35.852
And with that, though, is a recognition
that we have a lot of differences,

00:01:35.863 --> 00:01:39.020
even when people may look
a whole lot alike.

00:01:39.171 --> 00:01:43.051
For me, those are the ways
that diversity has shifted.

00:01:43.107 --> 00:01:45.426
We've become more aware
of what we have

00:01:45.437 --> 00:01:48.285
and more aware of what's
coming through our doors.

00:01:54.730 --> 00:01:57.988
You have people in positions
that you've never had before.

00:01:58.092 --> 00:02:00.418
How do you make the best
use of these people

00:02:00.429 --> 00:02:04.365
and how do you have your policies
and programs and practices in place

00:02:04.376 --> 00:02:07.305
that are going to be supportive
of these kinds of differences?

00:02:07.401 --> 00:02:09.070
That's one aspect of it.

00:02:09.752 --> 00:02:13.117
The other one is really
about being competitive,

00:02:13.128 --> 00:02:16.399
competitive in terms of being
an employer of choice,

00:02:16.455 --> 00:02:19.685
competitive in terms of having
access to the customer

00:02:19.696 --> 00:02:21.818
and client base that you want,

00:02:21.819 --> 00:02:24.899
access to new
and emerging markets.

00:02:25.221 --> 00:02:28.664
All of those things are part
of why companies care.

00:02:28.877 --> 00:02:32.422
You also want people, when
they get to their organization,

00:02:32.433 --> 00:02:37.743
to work together in teams and to be
effective in maintaining relationships.

00:02:38.190 --> 00:02:40.266
We have a whole
generation now of people

00:02:40.277 --> 00:02:42.758
for whom diversity is all
they've ever known.

00:02:42.846 --> 00:02:46.038
They've had differences
in their classes and coming up,

00:02:46.049 --> 00:02:48.642
but still in this workplace
we have a lot of people

00:02:48.653 --> 00:02:50.872
for whom this is
a new experience,

00:02:50.883 --> 00:02:52.649
so both are true.

00:02:52.831 --> 00:02:56.373
How do we come to the workplace
and have some skills and competencies

00:02:56.383 --> 00:02:59.498
that make us effective
in working with and supporting

00:02:59.509 --> 00:03:01.436
all of these kinds of differences?

00:03:08.147 --> 00:03:10.826
Cultural competence
is the ability to recognize

00:03:10.837 --> 00:03:13.373
and respond to diversity
when it matters.

00:03:13.506 --> 00:03:17.641
So cultural competency means
being able to assess a situation

00:03:17.652 --> 00:03:21.657
and have some framework or some
idea as to how to address it,

00:03:21.667 --> 00:03:24.907
or to deal with it, in a way that
supports relationships,

00:03:24.917 --> 00:03:27.032
supports the organizational goal,

00:03:27.042 --> 00:03:28.478
supports teamwork,

00:03:28.489 --> 00:03:30.489
supports effectiveness.

00:03:30.779 --> 00:03:34.696
It's all about making sure that
you have some level of intentionality.

00:03:34.800 --> 00:03:36.703
We all have cultural competence,

00:03:36.714 --> 00:03:39.813
but there are also times when
we all have some blind spots.

00:03:39.922 --> 00:03:43.906
We run into issues or areas that
we are not familiar with.

00:03:44.087 --> 00:03:48.257
Increasing our cultural competence
means that we have more confidence

00:03:48.268 --> 00:03:51.423
and more capability and more capacity

00:03:51.434 --> 00:03:54.838
to respond to those times when
we're kind of outside of that framework

00:03:54.849 --> 00:03:56.677
of our area of familiarity.

00:04:03.420 --> 00:04:05.746
The notion of diversity
is really interesting

00:04:05.757 --> 00:04:09.381
because many organizations
don't have a real clear understanding

00:04:09.392 --> 00:04:11.392
about what it is that they mean.

00:04:11.558 --> 00:04:14.322
Within organizations
you hear things like,

00:04:14.333 --> 00:04:17.318
"Well, how can we go about
increasing diversity?"

00:04:17.531 --> 00:04:19.733
So, then you need to dig deeper...

00:04:19.744 --> 00:04:21.786
to find out what they’re
talking about.

00:04:21.952 --> 00:04:25.349
I mean if you’re talking about
the difference between you and me,

00:04:25.359 --> 00:04:28.255
then which one of us
is the diverse one?

00:04:28.733 --> 00:04:31.740
Well, historically it's been me.

00:04:32.124 --> 00:04:35.621
But when we talk about diversity,
we're really saying that diversity

00:04:35.632 --> 00:04:38.131
has to do with
every single one of us.

00:04:38.189 --> 00:04:42.828
We're unique individuals. And by
virtue of that uniqueness,

00:04:42.839 --> 00:04:45.982
we bring diversity
into the organization.

00:04:46.148 --> 00:04:49.766
So, when companies talk about
"How do I increase diversity,"

00:04:49.861 --> 00:04:53.766
It’s really a puzzling question because
diversity is already there.

00:04:53.853 --> 00:04:55.536
The real question is,

00:04:55.547 --> 00:04:58.677
"What are you doing to maximize
that diversity?"

00:05:05.452 --> 00:05:09.068
If you think about communication
as being a shared understanding -

00:05:09.078 --> 00:05:11.396
that's really what
we're trying to get to.

00:05:11.485 --> 00:05:15.257
A shared understanding that we use
words as a common denominator,

00:05:15.267 --> 00:05:19.022
and we're going to have a certain
amount of overlap in terms of meaning.

00:05:19.110 --> 00:05:21.640
As we get increasing
diversity, however,

00:05:21.651 --> 00:05:25.041
that overlap is possibly
going to get less and less

00:05:25.052 --> 00:05:28.487
because those words are going
to have meanings that you and I

00:05:28.498 --> 00:05:31.251
will have absolutely
no understanding of.

00:05:31.400 --> 00:05:33.251
They won't have
the same meaning for us,

00:05:33.261 --> 00:05:35.884
so we probably won't
understand the impact

00:05:35.895 --> 00:05:39.550
that it may have on you,
me or on another person.

00:05:46.200 --> 00:05:48.709
What's important to remember
is that what we're dealing with

00:05:48.720 --> 00:05:50.037
in the workplace today

00:05:50.048 --> 00:05:53.465
has never really existed,
so we have no real map,

00:05:53.476 --> 00:05:55.476
we have no vetted blueprint.

00:05:55.642 --> 00:05:59.521
We can't say, "Oh, we should do it this
way because it worked before."

00:05:59.604 --> 00:06:01.224
It was never before.

00:06:01.390 --> 00:06:04.676
So, what we're doing today
is creating that blueprint,

00:06:04.687 --> 00:06:07.530
creating the map that's going
to be used henceforth

00:06:07.541 --> 00:06:10.650
for how we manage our
powerful tools like diversity

00:06:10.661 --> 00:06:13.187
and even equity and inclusion.