Welcome to Intentional Conversations, where we intersect diversity, equity, and inclusion with leadership and business.

This week we welcomed Dr. Karen Hills Pruden to Intentional Conversations!

Dr. Pruden ended the Intentional Conversation with this challenge - "Let’s create our own community, be a part of a community and let’s soar!"

So, grab your headphones 🎧, press play, and let the conversation begin!

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KEY TAKEAWAYS:

1. What you’re known for is more important in the workplace, now more than ever.
2. When I say community, I’m talking about someone you can have an unfiltered conversation about what you really feel.
3. Those of us in leadership may feel we don’t have a safe space because lots of eyes are on us.
4. A trusted person can be 1 person, you don’t need 50.
5. Intersectionality is important - we cannot look at our employees without this. As a business or as an employer, you need to understand that individual. No more surface relationships. You need to know your people.
6. What you don’t measure can create a problem, you can’t hold people accountable.
7. Tying the metrics for DEI into leadership, we have to hold people accountable. If you believe in it, it needs to be tied into the metrics for our leaders.
8. If organizations keep in mind the business case for DEI… they tend to be more profitable, they tend to be viewed better, get feedback from customers / workforce, and their workforce is more representative of their customers.
9. You cannot dispute quantitative data.
10. Biggest misconceptions I see is equity and equality are synonyms for one another, they are not.
11. Tips for making employees feel seen & heard: Talking to employees, email that employees can use, town halls, regular departmental meetings, and messaging happens to the masses.
12. Walk in and talk to your people, we miss lots due to communicating through email.

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