Key Takeaways:
[3:13] Jennifer discusses finding her voice in the workplace equality movement as a professional, a member of the LGBTQ+ community, and someone who recognizes their privilege.
[5:25] Jennifer talks about carrying the LGBTQ identity as a source of challenge, and using it as a vehicle to transform her own leadership.
[12:22] When getting leaders and insiders to enact lasting change, we need to focus on DEI efforts on the moral case, just as much, if not more than, the business case.
[15:43] If you are an insider, you can push on other insiders to lead differently.
[17:40] Up to 75% of change management efforts fail, especially the top-down-led ones.
[21:01] We can find core issues that we can focus on, which will then create ripples of change. One example of this can be toxic masculinity.
[33:01] We should recognize that the differences between us are ones we should face and name, rather than sweep them under the rug.
[38:11] The journey of understanding others is challenging and may reveal things about ourselves that we never expected. It’s important to be patient, humble, and transparent about our experience. Humans don’t learn by shaming one another.
[1:01:28] Leaning on others within your community is super important, and Jennifer talks about the profoundness of an ally showing up to help speak for someone who can’t.
[1:09:49] Jennifer’s challenge: get comfortable with being uncomfortable.
[1:10:44] DEI is a laboratory for human evolution, and it challenges us at the deepest level in the not knowing.
Mentioned:
DEI Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right, by Lily Zheng
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