Hahrie Han

He still is. you know, one of the most popular preachers in the church. And what had happened was that in Cincinnati, there had been an unarmed police shooting. There had been a police shooting of an unarmed black man and that sort of threatened to kind of tear the city apart. And as that was unfolding in the city, then Chuck got up one Sunday and,

He still is. you know, one of the most popular preachers in the church. And what had happened was that in Cincinnati, there had been an unarmed police shooting. There had been a police shooting of an unarmed black man and that sort of threatened to kind of tear the city apart. And as that was unfolding in the city, then Chuck got up one Sunday and,

Even though he had grown up in the black church, he had not really spoken a lot about race from the pulpit. But he stands up on the main stage and says that I feel called to be a voice for race relations in the city. And he knew that he'd get some pushback. He wasn't really sure how people would react. And he did get some pushback.

Even though he had grown up in the black church, he had not really spoken a lot about race from the pulpit. But he stands up on the main stage and says that I feel called to be a voice for race relations in the city. And he knew that he'd get some pushback. He wasn't really sure how people would react. And he did get some pushback.

But he also got an outpouring of support from the community where thousands of people reached out and said, whatever you do, I want to be a part of it. And he thought, oh, gosh, now I have to do something. And that's where Undivided was born.

But he also got an outpouring of support from the community where thousands of people reached out and said, whatever you do, I want to be a part of it. And he thought, oh, gosh, now I have to do something. And that's where Undivided was born.

Yeah, there's a lot of research that's been done on DEI programs, which really emerged as a result coming out of the civil rights movement in the 1960s. You had a lot of companies that were trying to figure out what their response to all this foment around civil rights was going to be, and essentially these DEI programs emerged.

Yeah, there's a lot of research that's been done on DEI programs, which really emerged as a result coming out of the civil rights movement in the 1960s. You had a lot of companies that were trying to figure out what their response to all this foment around civil rights was going to be, and essentially these DEI programs emerged.

And then got linked to legal requirements that that were also emerging in the 1970s to promote equity and employment and and so on and so forth.

And then got linked to legal requirements that that were also emerging in the 1970s to promote equity and employment and and so on and so forth.

And if you look at a lot of the research on the effectiveness of these programs and to be really clear, like here I'm talking about, you know, at a university like Johns Hopkins, for example, you know, we're all required to go through like DEI training that is often.

And if you look at a lot of the research on the effectiveness of these programs and to be really clear, like here I'm talking about, you know, at a university like Johns Hopkins, for example, you know, we're all required to go through like DEI training that is often.

You know, 30 minute series of virtual modules, you know, I have to sit through and then take a quiz about at the end in order to be allowed onto a hiring committee or something like that.

You know, 30 minute series of virtual modules, you know, I have to sit through and then take a quiz about at the end in order to be allowed onto a hiring committee or something like that.

Because we've all done them. And so many, many, many, many workplaces of all kinds have these kinds of DEI programs. They're often required. And the data on them is that they're often not very effective. And it's one of these things where even as people knew they were not effective, they continue to become more and more ubiquitous in corporate America.

Because we've all done them. And so many, many, many, many workplaces of all kinds have these kinds of DEI programs. They're often required. And the data on them is that they're often not very effective. And it's one of these things where even as people knew they were not effective, they continue to become more and more ubiquitous in corporate America.

And, you know, I think I have a line in the book where I sort of say, you know, it's apparently pretending to solve the problem is more important than actually solving it, you know, because what it's done is it's taken up a lot of energy that could be devoted to building programs that actually can try to reduce people's, you know, prejudice and things like that.

And, you know, I think I have a line in the book where I sort of say, you know, it's apparently pretending to solve the problem is more important than actually solving it, you know, because what it's done is it's taken up a lot of energy that could be devoted to building programs that actually can try to reduce people's, you know, prejudice and things like that.

Because as you say, like diversity, equity and inclusion are really important values that certainly I stand for and that we all want workplaces that, you know, that stand for those. And I think when I first heard about Undivided, they told me, oh, yeah, you know, it's like the six week program.

Because as you say, like diversity, equity and inclusion are really important values that certainly I stand for and that we all want workplaces that, you know, that stand for those. And I think when I first heard about Undivided, they told me, oh, yeah, you know, it's like the six week program.