Ella Washington

A lot of the pushback we see, and even from a research perspective, we know that trainings that are mandated are not as effective because people don't come with those open-minded approaches. And so, you know, I completely agree with Dr. Dobbin that we must create environments where people have that exposure to people with different lived experiences, having diverse teams.

However, I would say sometimes it is a catch-22 of what comes first. We want more diverse teams so people can be exposed to people with different backgrounds. And we know they will likely have a better work experience from that as well as better performance as a team. But yet, if we don't have the systems in place to encourage more diversity, i.e. DEI. then we don't get that experience.

However, I would say sometimes it is a catch-22 of what comes first. We want more diverse teams so people can be exposed to people with different backgrounds. And we know they will likely have a better work experience from that as well as better performance as a team. But yet, if we don't have the systems in place to encourage more diversity, i.e. DEI. then we don't get that experience.

However, I would say sometimes it is a catch-22 of what comes first. We want more diverse teams so people can be exposed to people with different backgrounds. And we know they will likely have a better work experience from that as well as better performance as a team. But yet, if we don't have the systems in place to encourage more diversity, i.e. DEI. then we don't get that experience.

I think further, we have to be honest about where the diversity sits within our organization, right? You see many organizations have a diverse team that sits maybe in marketing, or they have women in human resources that are leaders, but we don't see them leading other parts of the organization. And so even organizations with demographic diversity

I think further, we have to be honest about where the diversity sits within our organization, right? You see many organizations have a diverse team that sits maybe in marketing, or they have women in human resources that are leaders, but we don't see them leading other parts of the organization. And so even organizations with demographic diversity

I think further, we have to be honest about where the diversity sits within our organization, right? You see many organizations have a diverse team that sits maybe in marketing, or they have women in human resources that are leaders, but we don't see them leading other parts of the organization. And so even organizations with demographic diversity

in the front line or on paper, are they experiencing that cultural diversity in their everyday interactions? That's not always clear. And so when we rely just on training or just on a monthly culture celebration to be our DEI strategy, it is going to fail when it comes to those measurable outcomes that leaders are now looking for in order to prove that they should continue their DEI efforts.

in the front line or on paper, are they experiencing that cultural diversity in their everyday interactions? That's not always clear. And so when we rely just on training or just on a monthly culture celebration to be our DEI strategy, it is going to fail when it comes to those measurable outcomes that leaders are now looking for in order to prove that they should continue their DEI efforts.

in the front line or on paper, are they experiencing that cultural diversity in their everyday interactions? That's not always clear. And so when we rely just on training or just on a monthly culture celebration to be our DEI strategy, it is going to fail when it comes to those measurable outcomes that leaders are now looking for in order to prove that they should continue their DEI efforts.

You know, I often say systemic problems need systemic solutions. And a training itself is not changing the actual system that created some of those gaps that we see between underrepresented groups.

You know, I often say systemic problems need systemic solutions. And a training itself is not changing the actual system that created some of those gaps that we see between underrepresented groups.

You know, I often say systemic problems need systemic solutions. And a training itself is not changing the actual system that created some of those gaps that we see between underrepresented groups.

Well, I think for me, there's layers here. I'm a black woman. And so not only is this work my professional work, But this is very personal for me. I can't go to work and change my outward appearance and I wouldn't want to.

Well, I think for me, there's layers here. I'm a black woman. And so not only is this work my professional work, But this is very personal for me. I can't go to work and change my outward appearance and I wouldn't want to.

Well, I think for me, there's layers here. I'm a black woman. And so not only is this work my professional work, But this is very personal for me. I can't go to work and change my outward appearance and I wouldn't want to.

But because of that, when there are attacks on race based admission, when there are attacks on, you know, women's rights, it does have an impact on me, not just from a professional lens. And so it's been heavy. Not only that, but for me, there's not often a break from this work. Meaning when I'm at work, I'm counseling and giving advice to my students or my clients.

But because of that, when there are attacks on race based admission, when there are attacks on, you know, women's rights, it does have an impact on me, not just from a professional lens. And so it's been heavy. Not only that, but for me, there's not often a break from this work. Meaning when I'm at work, I'm counseling and giving advice to my students or my clients.

But because of that, when there are attacks on race based admission, when there are attacks on, you know, women's rights, it does have an impact on me, not just from a professional lens. And so it's been heavy. Not only that, but for me, there's not often a break from this work. Meaning when I'm at work, I'm counseling and giving advice to my students or my clients.

I turn off, you know, the laptop and turn on my personal life and it's there too. And so in every party, at every, you know, connection point I have with people, they're eager to talk about this. But those of us who do this work don't often get a break, particularly those of us from underrepresented groups.