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Certified Instructor Community Webcast - Shared screen with speaker view
fmurphey
20:29
Homer, AK
sledge
21:21
email blast from the leader of the organization, recommitting to our central mission statement.
SalaBaql
21:28
We are facilitiating a conversation over lunch today. Any ideas on how we make this successful?
Jill.Endo
21:42
Increase communications with all employees at all levels. Also buidling relationships.
John Calvin
22:04
Our Diversity Change Agent Team has initiated a campaign to promote Diversity of Thought Awareness in the workplace.
faebly
22:16
I work for the federal government. It's very difficult to stress diversity when it doesn't seem to be prevalent in the upper upper leadership. I tell my students they need to worry about their work environment. That it's the organizations values and that it's their workplace that improves by follwing these values
Clarise
22:56
Looking into inviting the National Coalition Building Institute to visit our campus as we continue to build cross-cultural community
anmaus
25:10
We have developed Interview Guides that are structured around our core values. Behavorial based questions have helped us to ensure that we are aligning our selection process to the values of our organization. It starts with Great People.
LMoreno
25:23
We offer Diversity Lunch n Learn sessions on a monthly basis and we offer an open Q&A and dialogue with all employees. It is very important that we continue to have a respectful and open dialogue and include everyone.
John Calvin
26:30
Need to clearly distinguish the purpose of Diversity & Inclusion programs from the observance of 1st Amemndment rights.
Eileen
27:49
The biggest concern I'm getting is what do we do when employees are made at other employees based on their knowledge of someone's support of these alt-right perspectives and beliefs. THrough social media they may see posts that are racist or otherwise uncivil. If this is outside company time or equipment things become known at work.
John Calvin
28:48
Educate and train people in the Socratic method of dialogue for use in managing a civil conversation between people with differing opinions. (Street Epistemology)
Tiffani
29:23
Request for response to Eileen's question above!
Tracey
29:47
Concur John. Think the easy thing to do is communicate a message or declare a committment to values, harder is to address intolerance when it occurs on government property or in social media when my co-worker has beliefs, affiliations with which I disagree/am offended. Can I ask them to remove that sticker from their car or ask them not to post certain messages to facebook? Where do we act and where is action not legally permitted?
Eileen
30:12
Oops. What do we do when employees are aware of someone's support of these alt-right perspectives and beliefs. THrough social media they may see posts that are racist or otherwise uncivil. Even then its posted outside company time or equipment, things become known at work, and can be disruptive.
rod
32:36
My employer has a social media policy in our employee handbook. It warns employees that conduct on social media that is inconsistant with behaviors expected at work is subject to disciplinary action.
rod
33:17
Managers, supervisors etc are held to a higher standard.
Stacey Adams
34:12
What do you suggest when dealing with a good employee that personally has divergent values (in the context of this conversation) from the company values? Bearing in mind that they are a good employee.
John Calvin
34:39
Using the Street Epistemology method allows people to engage in conversations regarding controversial and awkward perspectives without having it devolve into a debate. Check out the following for more information: https://www.youtube.com/watch?v=Jp71_FRnIho
Stacey Adams
34:48
Thanks Rod - that was helpful. Wondering if that has caused any issues of dissonance wiht eomployees?
rod
34:59
We are also endeavoring to train our employees to have "crucial conversations"! Be able to talk about difficulat conversations
dfreehaf
39:40
I recently completed a grievance process (federal government) based on age discrimination experienced through bullying and harassment by someone in upper management. The results were mixed. The uncivil behavior was deescalated from the top two levels, to the bottom two levels of the pyramid you presented. It became clear a "boy's club" mentality existed and management protects management.
Debbie A.
43:09
Could you please put that last slide back up on the screen?
SILVAM
45:30
Will this video be available to view later?
Doug
45:51
Good question Silvam
Ashl.Manning-Wilhoit
45:57
Is this being recorded? I would like to share with my colleagues
Jennifer Hershiser
47:11
Yes, we will be sending this out to everyone early next week via email. Should you want to receive this recording, please email us at info@eliinc.com to ensure that you receive the follow up communication.
mbowden
47:16
We're training as many people as we can in crucial conversations, and also building a supervisory community of practice where supervisors can share best practices.
Robbie Swann
47:18
Yes, hope video Chat made available to folks to view at later time
Gail Prevost
47:22
When you have a business location in an area where these events occurred "Charlottesville" do you have a recommendation on how or should the employer speak to the employees to acknowledge the events and how they deal with these uncertain times.
Robbie Swann
48:35
Q&A's would be great to have to review and discuss later with a group
Jennifer Hershiser
49:28
To ensure you receive the recording and follow up communication next week from today’s webcast, please email us at info@eliinc.com
Robbie Swann
50:21
Thank you for making this available to all
clogan
51:03
How can we make CTL more of a want to? And engage and have fun while learning?
christina
51:46
Thank you so much!
Eileen
52:00
Thank you Steve.
ewallace
52:03
Thank you very much
Rebecca Ray
52:03
Thanks very much. Appreciate it, Paula and Steve
David McDonald
52:03
Thank you for the presentation.
Srinath Doraiswamy
52:04
Thank you Have a Great Weekend!
Anne-Marie Berggren
52:05
Thank you!!