Hahrie Han
speaker
207 appearances
1 recordings
1 series
first heard Sep 2024
last heard Sep 2024
Hahrie Han’s voice in public audio — every appearance, attributed to the second.
Trend
recordings per month · last 12 monthsNo recordings in the last 12 months.Older appearances are listed below; set an alert to hear about the next one.
Appearances
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.
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.
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.
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.
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.
You come once a week and you you learn about, you know, empathy and, you know, implicit racism and things like that. I thought it sounds a lot like a typical DEI program. And I'm not clear why it's being so effective at animating people into action in a way that we know from the data that most programs are not. And so that's part of what made me so curious about it.
And I think a lot of what I learned in the process is like, yes, it is a six week program. It does focus on things like implicit racism and, you know, empathy and a lot of the things that are not different from other kinds of programs. But there were core design elements of how they set up the program that I think made a real difference in the impact it was able to have.
Yeah. So, you know, there's so many stories like from the, so let me step back and say, when I was doing research on the book, you know, the people in Undivided were just incredibly generous and kind and kind of giving, you know, talking to me about the experience and letting me, I wasn't there from the very beginning, but letting me learn the history in cases when I hadn't been there.
And, um, to me, one of the things that didn't make it into the book, but was really interesting was some of the early conversations that they had about how to design the program.
And essentially what happened is that, you know, Chuck, who's this pastor gives this sermon, hundreds, thousands of people sort of reach out to him and all of a sudden he's like, okay, like I've got to figure out what to do. And so, you know, he's, he's a, he's a pastor at this huge mega church in the city. His boss, who's a white woman says, all right, well, let's assemble a team around you.
And he, and So there's, you know, her name is Kathy. She's a white woman. She's part of the senior staff at a church. She has a background in U.S. banking. So she was an executive at this bank. And in her retirement, essentially decided she wanted, she was a person of faith, that she wanted to go work for her church. And so she became an employee of the church.
And her job in banking was to run the branches of all of this, like, huge national bank, you know, in America. So now she essentially is, like, running church campuses, you know. So there's like a real kind of like business orientation to some of the work that they're doing. Chuck is a pastor.
There's another woman named Lynn Watts, who is a black woman that had been on staff at the church who had experience with DEI that was also pivotal in starting the program. But they decided to kind of build a coalition, a group of people around them from all throughout the city who had experience with that might be valuable.
So they brought in a woman who is the head of diversity programs at Children's Hospital in Cincinnati, which is a big entity in Cincinnati. They brought in a guy who was a faith-based community organizer, you know, so he kind of had background in the community organizing sector. And they brought in a guy who had some experience kind of
with, you know, the research on neuroscience and kind of understanding, like, what makes our brains work. And so they had this really diverse group of decision makers around the table. Some people were black, some people were white, you know, who all had ties to different institutions in the city.
Showing 121–140 of 207 · page 7 of 11
← Previous
Next →