[Candid Cross-Cultural Conversations Event Series on June 10, 2021.]
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>> LEADERS IN OUR CITY TO JUST JUST CANDID CROSS-CULTURAL INFORMATION THE FUTURE OF DD AND I AND DALLAS.
MY NAME IS MATT USING, AND I SERVE AS COMMITTEE CHAIR OF THE DIVERSITY OF EQUITY AND INCLUSION FORM.
THAT IS PRESENTED BY THE UNIVERSITY OF NORTH TEXAS, AT DALLAS AND ELLIS COLLEGE.
BEFORE I GET STARTED, I WANT TO THANK SEVERAL INDIVIDUALS.
OVER THESE LAST THREE WEEKS POSSIBLE.
YOU WILL HEAR FROM SEVERAL OF THEM ON THIS FORUM TODAY.
THOSE COMMUNITY PARTNERS ARE MEMBERS FROM THE DALLAS BLACK CHAMBER OF COMMERCE, THE GREATER DALLAS HISPANIC CHAMBER OF COLLEGE.
DFW URBAN LEAGUE YOUNG PROFESSIONALS.
DR HT, FAITH IN TEXAS DALLAS REGIONAL CHAMBER.
HABITAT FOR HUMANITY, THE STATE FAIR OF TEXAS AFRICAN-AMERICAN LEADERSHIP INSTITUTE, POWER IN ACTION, THE REGIONAL HISPANIC CONTRACTORS ASSOCIATION, AND THE SOUTHEAST DALLAS HISPANIC CHAMBER OF COMMERCE.
IF YOU WOULD, PLEASE THANK THEM, AS THEY HAVE CONTRIBUTED NOT ONLY TO MARKETING BUT ALSO THROUGH IDEAS TO PROVIDE AN ENVIRONMENT WHERE WE CAN HAVE A SAFE CANDID CONVERSATION.
TODAY, WE ARE ALSO GOING TO DISCUSS WAYS THAT DE AND I, AS IT IS PROGRAM TODAY.
WE WILL HAVE A ROBUST DISCUSSION AND PEOPLE WITH IN DIVERSITY AND INCLUSION.
HIGHER EDUCATIONAL SYSTEMS ET CETERA.
I WOULD LIKE TO INTRODUCE WANDA BOYD.
AND WANDA WOULD YOU PLEASE PROVIDE US WITH SEVERAL REMARKS BEFORE YOU GET STARTED.
GOOD AFTERNOON EVERYONE, THESE CANDID CONVERSATIONS THUS FAR I HAVE REPORTED CONSTRUCTION FRAMEWORK AS WE AS A COMMITTEE CONCUR AND DISCUSS DIVERSITY EQUITY INCLUSION.
BEING AROUND THE FORT WORTH AREA, AND PARTICIPATING IN THIS COLLABORATIVE, WITH DALLAS COLLEGE, TO MAKE CONVERSATIONS HAPPEN.
IT HAS BEEN MOST AND DELIGHTING AND HAS ALLOWED ME TOO MAKE SOME INDIVIDUALS WHO ARE INDIVIDUALS WHO DO HAS LONG-LASTING TRANSFORMATIONAL WORK IN THE SPACE.
I HAVE NO DOUBT THAT TODAY, WOULD NOT BE THE EXCEPTION TO WHAT YOUR EXPERIENCE.
AS WE LOOK AT THE WORK WE ARE GOING TO DO TODAY, WE NEED TO KNOW THAT FUTURE DE I LEADERS WILL VIEW THIS AS ACTUAL WORK AS A PASS.
THIS IS SOMETHING THAT WE CAN COLLECTIVELY BE PROUD OF.
YOU NT DALLAS, IS ALSO PROUD OF ALL STUDENTS WE SERVE.
MANY OF WHOM HAVE SUCCESS BEYOND CIRCUMSTANCES.
FOR EXAMPLE, BEING THE FIRST TO GO TO COLLEGE AND THEIR FAMILY, OR HAVING VERY MODEST BELOW INCOMES.
THESE STUDENTS ARE YOUNG LEADERS WHO WILL BE FUTURE LEADERS OF OUR DIVERSE STATE, AND EARNING A COLLEGE DEGREE IS INSTRUMENTAL IN THEIR SUCCESS, LIFETIME LONGEVITY, AND THEIR QUALITY OF LIFE.
PLUS, KNOWING THEIR ALMA MATER IS GRACE AN OPPORTUNITY TO OF MESSAGE.
AT UT DALLAS, WE STRIVE TO GROW AND SUPPRESS NORMS AND DIVERSITY, EQUITY AND INCLUSION STRATEGIES.
WE DO THIS ALONG OUR UT SYSTEM DOWNTOWN HEADQUARTERS, OUR SATELLITE CAMPUS, AND A HEALTH SCIENCE CENTER.
TO REMAIN COMMITTED TO APPROACHING DEIN IT ENTHUSIASTIC AND INTEGRATED WAY.
I HOPE EACH OF YOU JOINING US TODAY YOU WILL FIND YOUR TIME HERE WELLS.
THANK YOU AGAIN TO DALLAS COLLEGE, COMMITTEE MEMBERS, AND ALL OF OUR SUPPORTED PARTNERS IN TODAY'S PAINLESS.
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>> WANT TO THANK YOU, THANK YOU FOR ALL OF THE WORK THAT YOU'RE DOING AT THE UT SYSTEM AND NOT ONLY SERVING AND FOR OUR COMMUNITY AS WELL AS WE ARE BRIDGING HIGHER EDUCATIONAL PRACTICE IN THE NORTH TEXAS REGION.
BEFORE WE WILL MOVE FORWARD, I WOULD LIKE TO STATE A DISCLAIMER, OF THIS FORM.
THEIR VIEWS, POSITIONS AND EXPRESSED BY SPEAKERS, ATTENDEES, SPONSORS OR OTHER THIRD PARTIES AT THE CANDID CROSS-CULTURAL CONVERSATION EVENT, ARE THERE IS ALONE AND DO NOT NECESSARILY REFLECT THOSE OF YOU NT DALLAS NORTH COLLEGE.
THEY MAKE NO REPRESENTATION OF ACCURACY AND COMPLETENESS SPEAKERS ATTENDEES TIME LIMIT SUITABILITY OR REMEDY OF ANY INFORMATION PREVENTED BY THOSE INDIVIDUALS OR SPONSORS AT THE CANDLE CROSS-CULTURAL'S EVENT.
THERE WILL NOT BE LIABLE FOR ANY ERRORS, OMISSIONS OR DELAYS OR ANY INJURIES ARISING FOR ITS USE.
WE DO NOT ENDORSE ANY OTHER PRODUCTS PROVIDED BY SPONSORS.
WITH ALL THAT BEING SAID, I WANT TO ENSURE THAT THIS IS A SAFE SPACE.
NOW WE HAVE FOR LEADERS, THAT ARE IN THEIR WORLD.
AND WE ACKNOWLEDGE THAT DIVERSITY, EQUITY, AND INCLUSION ARE NOT LIMITED TO THE USEFUL IDEOLOGIST.
WE KNOW WHERE THIS CONVERSATION LEADS TO EXIST AFTER THESE THREE REFORMS AND IT EVOLVES.
IT INVOLVES MANY OTHER RACES CULTURES, PEOPLE ARE IDENTIFIED AS SOME THINGS, ALL OF THESE DISCUSSIONS SHOULD BE CONTINUOUS THROUGHOUT THE SUMMER.
AND INTO THE FALL SEMESTER, SO WHEN WE ARE HAVING AND YOU ARE HEARING AND RECEIVING DIFFERENT PERSPECTIVES, PLEASE TAKE THIS FROM A SENSE IN A PLATFORM AND A FRAMEWORK OF PRODUCTIVITY AND IN LOVE.
RATHER THAN CONTENTION, AND DEBATE.
THAT IS WHY WE HAVE AN AMAZING MODERATOR WHO IS GOING TO DIRECT US IN THIS CONVERSATION.
KIMBERLY IS AN AMAZING PROFESSIONAL, SHE CAN PROVIDE HER INFORMATION AND HER BIO.
BECAUSE IT IS WAY TOO LONG FOR US TO TALK ABOUT NOW.
BUT I WILL SAY IS, SHE HAS BEEN A LEADER NATIONALLY, AND SHE IS A FORMER CITY MANAGER.
SHE HAS DONE DIVERSITY WORK FOR THE LAST 30 YEARS.
AND, SHE IS CURRENTLY DOING THINGS THROUGH THE GIVING BLUEPRINT, BUILDING LEADERS, AND BUILDING INFRASTRUCTURE ACROSS THE COUNTRY.
SO THAT OUR SOCIETY CAN BE BETTER.
WITH WITHOUT FURTHER ADO KIMBERLY O'NEILL.
>> GOOD MORNING AND THANK YOU MATT, I CANNOT BELIEVE WE ARE NO THREE-PART SERIES.
IT HAS BEEN TOTALLY AN HONOR TO MODERATE CONVERSATIONS.
AS MATT SAID, I HAVE DIVERSITY, EQUITY, AND INCLUSION BEFORE WE EVEN CAN CALL THAT DIVERSITY AND EQUITY AND INCLUSION.
I THINK WHERE WE ARE RIGHT NOW IN OUR CONVERSATIONS THROUGHOUT THIS COUNTRY, WE ARE AT A VERY PIVOTAL POINT.
FROM THE FIRST WEEK WE TALKED ABOUT THE HISTORY OF DALLAS.
WHAT DIVERSITY, EQUITY, WHITE RACISM AND BIGOTRY LOOK LIKE IN THE CITY OF DALLAS.
LAST WEEK WE TALKED ABOUT WHAT ORGANIZATIONS ARE DOING RIGHT NOW.
WHAT ARE WE DOING TO MOVE THE NEEDLE FORWARD? THIS WEEK, TO ME, IS WHERE WE REALLY GET INTO THE CRUX OF HOW DO WE ENSURE THAT DEI DOES NOT FEEL LIKE I WILL BE, OR IN SOME CASES CONTINUE TO BE A TRENDY? WE ARE REALLY LOOKING AT JUSTICE WORK.
WHAT DOES IT LOOK LIKE NEED TO LOOK LIKE MOVING FORWARD.
WE PACKED IN THE PAST TWO WEEKS AND THE CHANGES THAT HAVE HAPPENED IN THE LAST YEAR, WHAT REALLY NEEDS TO HAPPEN IN DALLAS AND THROUGHOUT OUR REGION TO KEEP PUSHING THIS WORK FORWARD.
YEARS AGO, LIKE 30 YEARS AGO I SPENT THE FIRST TEN YEARS OF MY CAREER AROUND FAIR HOUSING, IMMIGRANT RELATED ISSUES, EQUAL OPPORTUNITY.
MY WORK IS ON FEDERAL A BRACKET ON THE DEPARTMENT OF JUSTICE.
WHERE A GROUP OF PEOPLE SHOOT THROUGH THE LARGEST CITY IN THE COUNTRY AND WON.
JUST BASED ON LOOKING AT THE DATA ON WHAT NEEDED TO HAPPEN.
AL THINGS WILL REALIZE, WE STILL HAVE A LONG WAY TO GO.
SO TODAY, WE HAVE FOUR AMAZING PEOPLE WHO WILL GIVE US 15 MINUTE PRESENTATIONS ABOUT WHAT IS HAPPENING IN THEIR WORLD, AND WHAT THEY SEE AS THE FUTURE OF DIVERSITY, EQUITY, AND CONCLUSION.
WE HAVE A SENIOR DIRECTOR OF INCLUSION AND DIVERSITY AND EQUITY FOR
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GIRL SCOUTS OF NORTH TEXAS.WE HAVE RICHIE BUTLER SENIOR PASTOR OF ST. LOUIS COMMUNITY UNITED METHODIST CHURCH.
ALSO THE FOUNDER PROJECT UNITY.
WE HAVE MARISOL RAHMAN HE, SHE IS THE CHIEF RESPONSIBILITY AND INCLUSION OFFICER FOR DALLAS COLLEGE.
THEN WE HAVE REBECCA CUNEO, DIRECTOR OF GOVERNANCE AFFAIRS FOR PEPSICO.
I WILL FORMAT TODAY, EACH OF OUR PANELISTS WILL SPEAK FOR 15 MINUTES AND GIVE US A PRESENTATION.
FOLLOWING EACH OF THE FOUR PANELISTS AND WE WILL THEN OPEN IT UP FOR A Q AND A STYLE FOR THEM.
WE WILL HAVE A TOWN HALL FORUM.
IF YOU HAVE ANY QUESTIONS, PLEASE INCLUDE THEM IN THE Q&A BOX WITHIN OUR WEBEX PLATFORM.
I WILL REVIEW THOSE AND PULLED HIM INTO THE CONVERSATION, AS WE CAN, BUT ALSO AS IF YOU ARE UTILIZING SOCIAL MEDIA.
UTILIZE THE # DIVERSIFIED DALLAS TO TAG US AND TAG YOUR THOUGHTS.
AND KEY HIGHLIGHT POINTS THAT HAVE REALLY RESONATED WITH YOU TODAY.
BUT WITHOUT FURTHER ADO, LET'S GET THIS CONVERSATION STARTED.
WE WILL START WITH OUR AMAZING, AMAZING FIRST FAMILY.
AL MOMENTUM HAS LIVED IN DALLAS TEXAS FOR MOST OF HER LIFE.
SHE AS A GRACE THE NUANCES OF A HYBRID IDENTITY ROOTED IN FAITH, CULTURE, AND TRADITION OF THE TWO WORLDS THAT SHE CONSTANTLY FACILITATES BETWEEN.
IT IS FUN THIS PLACE THAT HER PASSION FOR FAIRNESS, JUSTICE AND EQUITY, PARTICULARLY FOR BLACK PEOPLE WAS BORN.
SHE RECEIVED HER BACHELORS AND MASTERS AT DALLAS UNIVERSITY, AND UNIVERSITY OF TEXAS AT ARLINGTON RESPECTIVELY.
JOINING OTHER SOCIAL WORKERS AND COMMUNITY PRACTITIONERS.
A NONPROFIT PROFESSIONAL, EXPERIENCING CREATING IMPACTFUL PROG PHILANTHROPIC DOLLARS, AN INNOVATIVE LARGE-SCALE PROJECTS.
SHE IS COMMITTED TO SUSTAINABLE COMMUNITY DEVELOPMENT.
HER LOVE FOR TRAVEL, WORKING WITH YOUNG PEOPLE, AND BEING A POLICY JUNKIE, IS CORE TO WHO SHE IS.
MOM MET IS OF RESPECTIVE FACILITATOR SPEAKER AND RESEARCH ON TOPICS OF RACIAL EQUITY, BLACK IDENTITY, AND IMMIGRANT EXPERIENCES.
HER LOVE DRIVING CAN BE FOUND IN NATIONAL PUBLICATIONS AND ACADEMIC JOURNALS LIKE THE BRITISH GENERAL SOCIAL WORK.
SHE IS PROUD OF HER COMMUNITY WORK, MOST NOTABLY HER ROLE AS THE FIRST BLACK IMMIGRANT PRESIDENT OF THE DALLAS-FORT WORTH URBA PROFESSIONALS.
AND IS A FOUNDING MEMBER OF HERITAGE GIVING CIRCLE.
AN ORGANIZATION DEDICATED TO CULTIVATING PHILANTHROPY AMONG BLACK WOMEN.
SHE SERVES ON THE BOARD OF DIRECTORS AT SOCIAL VENTURE PARTNERS DALLAS.
SHE IS ALSO DAY INTO WHAT RESIDENCY GRADUATE OUT PARTNER AT SOCIAL VENTURE PARTNERS DALLAS.
A2020 FILE FARM AND A 2020 DALLAS PUBLIC FORCES.
GO TO THE OP-ED PROJECT WITHOUT FURTHER ADO I WOULD LOVE TO TURN THIS OVER TO HER.
A BRILLIANT PERSON WHO HAS AN EXPERT IN THIS PLACE.
>> THANK YOU SO MUCH KIMBERLY FOR THE KIND INTRODUCTION.
I AM SO GRATEFUL TO BE HERE WITH ALL OF YOU AND THANKFUL CONVERSATIONS LIKE THIS.
I THINK THEY ARE BECOMING OUR NORM AND FOR THE UNIVERSITIES IN THE COLLEGES THAT I HAVE PARTNERED TO BRING THIS CONVERSATION FRONT AND CENTER TO OUR COMMUNITIES.
I WANT TO GIVE A VERY QUICK HIGH-LEVEL OVERVIEW ABOUT WHAT I WILL TALK ABOUT FOR A FEW MINUTES.
I CANNOT WAIT TO JOIN THE PANEL DISCUSSION AS WELL.
I THOUGHT I WOULD TELL YOU ABOUT SOME OF THE THINGS I'VE BEEN INVOLVED WITH AND HOW THAT SHAPED MY WORK AND APPROACH.
WHAT WE HAVE BEEN OUT TO AT THE GIRL SCOUTS OF NORTHEAST TEXAS AN ORGANIZATION I JOINED EARLIER THIS YEAR.
ONE OF THE RESOURCES THAT HAVE HELPED US IN OUR WORK AND OVERALL EQUITY WORK AT THAT ORGANIZATION.
ONE OF THE THINGS THAT MAYBE WE CAN CONSIDER THAT WILL SHAPE THE COMMUNITY.
THINKING ABOUT THE LONGEVITY PLAN.
THINKING ABOUT WHY THESE ARE IMPORTANT.
ONE I THINK THIS WILL BE A BUSINESS SOLUTION I WILL KEEP TALKING ABOUT TH A CORPORATE SPACE.
I COME FROM A HEAVY NONPROFIT SPACE.
I THINK THIS IS WHAT WE NEED TO MOVE THE NEEDLE IN NONPROFIT WORK AS ORGANIZATIONS FOCUS MORE ON THIS IT'LL DRIVE OTHER GOALS AND OUTCOMES.
I THINK THE FUTURE OF THIS WORK IS BEEN PEOPLE CENTERED, THE MORE WE MOVE CLOSER TO THAT THE MORE WE ADJUSTED FOR THE WORLD WILL BE AROUND US.
SO, WE WILL ADVANCE TO THE NEXT LIFE THAT IS OKAY?
>> SO LIKE KIMBERLY READ, I WAS THE FORMER DIRECTOR OF COMMUNITY AFFAIRS AT THE STATE FAIR OF TEXAS.
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INVOLVED WITH THE URBAN LEAGUE, WHICH IS A NETWORK OF 300 PLUS PROFESSIONALS.THAT GETS BLACK IMMIGRANTS TO EXERCISE THEIR RIGHT AND CIVIC ENGAGEMENT LOCALLY.
I COFOUNDED THE VILLA BOOK CLUB.
THAT IS A SPACE FOR BLACK PEOPLE TO READ AND TELL THEIR STORIES THROUGH A DISTINCTLY BLACK LENS.
WHILE NOT ACTUALLY WRITING AND USING THOSE PUBLICATIONS TO THE OP-ED PROJECT.
I BRING THIS UP BECAUSE A LOT OF TIMES WHEN WE TALK ABOUT DEI WORK, IT SEEMS LIKE IT IS COMING DOWN FROM A CORPORATE SPACE.
BUT MY LANDS AND APPROACH IS COMMUNITY SPACE.
WHAT HAPPENS WHEN WE PUT PEOPLE AT THE CENTER OF THIS? WHEN WE LOOK AT EQUITY, DIVERSITY AS A COLLECTIVE IMPACT.
AS A COLLECTIVE EFFORT, ON MAKING THE WORLD BUT JUST FOR ALL OF US.
TAKING A LOOK AT WHO IS THE MOST MARGINALIZED AND THE LEAST ACCESS.
SA TO MAKE IS BEST FOR THEM? THEN KNOWING THAT WHAT WE DO THAT IT REALLY WAS UP EVERYONE ELSE.
THE ASSET-BASED LANDS IS IMPORTANT FOR ME AS A SOCIAL WORKER AND A LONGTIME COMMUNITY DEVELOPMENT PERSON.
HOW DO WE ENTER INTO COMMUNITIES? THIS COULD BE THE ORGANIZATIONS THAT WE ARE PART OF CURRENTLY.
HOW DO WE ENTER INTO THIS CONVERSATION WITH OUR STAFF? DO WE COME INTO IT FROM A VERY POWERFUL OVER MODEL? THIS IS WHAT WE'RE TELLING YOU TO DO AND THIS IS THE NEW LAW, AND WE NEED TO DO IT? OR DO WE BUILD THE SYSTEM IN THE WORK IN THE PROCESS WITHIN IT.
HOW DO WE INVITE FOR THEM TO HAVE OWNERSHIP IN THIS PROCESS? THAT'S WHAT ASSET-BASED COMMUNITY DEVELOPMENT HELPS US LOOK AT AND HELPS US ENTER INTO COMMUNITIES.
NOT EVEN SEE IT FOR THE DEFICIT OF THE PROBLEMS THAT IT HAS, BUT, WHAT RESOURCES ARE THERE? IT REALLY HELPS US HAVE A DIFFERENT LENS INTO THIS WORK.
I HOPE WE CAN BEGIN TO TAKE THIS IN OUR DEI SPACE.
I WILL KEEP HARPING ABOUT PEOPLE AT THE CENTER.
FOR A LONG TIME, SOMETIMES HIS WORK AS FELT A LITTLE STALE OR REMOVED.
NOT PROXIMAL TO THE NEEDS OF PEOPLE BECAUSE IT IS FOCUSED ON INSTITUTIONS.
AND JUST DRIVING INSTITUTIONAL OUTCOME AND DATA.
INSTEAD OF FOCUSING ON HUMIDITY.
THE REASON WHY THAT IS IMPORTANT IS BECAUSE HIS FACTS OF RACISM IN THE COMMUNITY DEHUMANIZES PEOPLE.
IT MAKES IT SO MUCH SO THAT WE MAKE IT FOR LOCATED TO TREAT PEOPLE UNFAIRLY.
WHETHER INTERPERSONALLY OR THROUGH OUR POLICIES.
WE PUT VALUE BACK AT ALL INDIVIDUALS IN OUR CIRCLES IN NETWORKS AND JOBS, IT REMOVES SOME OF THOSE THINGS.
IT ALLOWS US TO REEVALUATE TRADITIONS AND NORMS. SO THIS I CAN HAS TO BE A CORE TENNANT OF THAT.
I WA SPECIFICALLY, I THINK THE FUTURE OF DE THAT I WORK IS THAT YOUNG PEOPLE HAVE TO REMAIN KEY STAKEHOLDERS IN THIS.
I HAVE BEEN PRIVILEGED TO WORK WITH YOUNG PEOPLE AT THE STATE FAIR, AND MANAGE COMMUNITY PROGRAMS FOR STUDENTS.
A LOT OF TIMES WE DON'T THINK OF YOUNG PEOPLE AS STRATEGIC PARTNERS.
IF THIS WORK IS GOING TO LIVE ON, IF THIS WORK IS GOING TO BE DIFFERENT, WHEN THEY TAKE LEADERSHIP POSITIONS AND THEY ARE THE NEXT CEO, BUT NOT EVEN FOR WHAT THEY CAN DO FOR TEN YEARS FROM NOW.
WHAT THEY CAN DO RIGHT NOW RIGHT? WE WANT TO MAKE SCHOOLS THAT ARE FOR STUDENTS, BUT WE NEED TO INVITE STUDENTS INTO THAT EFFORT TO MAKE THEM BETTER.
WE WANT OUR EDUCATIONAL SYSTEMS TO BE JUST.
STUDENTS HAVE TO BE THE LEADERS IN THE DRIVERS OF THAT CHANGE.
HOW DO WE AS A JEALOUS BEGIN TO LOOK AT THE POWER DYNAMIC THAT WE HAVE PEOPLE WHO ARE YOUNGER.
LOOK AT THEM AND SAY HOW DO WE EMPOWER THEM FURTHER? HOW CAN THAT WE EMPOWER THEM INTENTIONALLY? HOW CAN WE SHARE POWER AS A DELL AND LEADING MODEL POSITIVE USE IN ADULT PARTNERSHIPS.
I'LL TELL YOU A LITTLE BIT ABOUT GIRL SCOUTS AND WHAT WE'VE DONE THERE.
WE HAVE DONE QUITE A BIT IN THE LAST FEW MONTHS.
I STARTED IN EARLY AT THE TOP OF THIS YEAR.
I AM GRATEFUL FOR HOW THEY HAVE APPROACHED US AND IT'S A BIG PART OF WHY WANT TO JOIN THE TEAM.
IT IS REALLY TAKING ON A LEARNING AND SPIRIT OF ATTITUDE.
WANTING TO LOOK AT THE ORGANIZATION WITHIN, BEFORE WE THINK ABOUT HOW WE PUT THIS WORK OUT.
WHETHER IT'S THE GIRLS WE SERVE, THE FAMILIES, OR VOLUNTEERS.
ONE STRATEGY IS FOCUSED ON STAFF.
WE WILL KICK THAT OFF, EVERYTHING FROM LISTENING TOURS, LOOKING AT POLICIES, LOOKING AT THE SYSTEMS THAT ALREADY EXIST, AND I AM GRATEFUL FOR WHO WE HAVE BEEN ABLE TO DO THIS WITH.
IN FEBRUARY, WE JOINED THE DALLAS COHORT THE RACIAL AND EQUITY COHORT, I MENTION I WAS ONE OF THE SUPPORTERS OF ONE OF THESE CONVERSATIONS.
THAT HAS GIVEN SOME STRATEGIC TOOLS TO TAKE A LOOK AT OUR ORGANIZATION AND POLICIES AT THE HISTORY OF
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THE COMMUNITIES THAT WE LIVE IN.SO, WE ARE AT THE BEGINNING OF REALLY PREVENTING THESE CHANGES.
I AM PROUD, BECAUSE MANY ORGANIZATIONS STARTED THIS JOURNEY.
EARLY AND LAST YEAR BECAUSE OF WHAT WAS HAPPENING IN THE COUNTRY, I WILL TALK A LITTLE BIT ABOUT HOW SOME OF THOSE DESIRES HAVE MATRICULATED OR BEEN REALIZED.
I AM GRATEFUL FOR HOW THEY HAVE BEEN VERY STRICTLY OBSERVED.
HOW THEY HA STAFF AND ACROSS THE BOARD.
I WILL TALK A LITTLE BIT ABOUT MORE SPECIFIC ABOUT THOSE THINGS AND HOW THAT IS SHOWING UP AND HOW THEY CAN SHAPE HOW WE HAVE THINGS COMING UP IN A FEW NEW YEARS.
SO ONE OF THE THINGS, THE MAIN QUESTION I ALWAYS GET WHEN I BOOK WITHIN THE ORGANIZATION IS WHAT IS GIRL SCOUTS GOING TO DO? HOW ARE YOU GOING TO ACCOMPLISH D LETTER EITHER I WORK AT GIRL SCOUTS? WE CALL IT IDEA, IT GIVES US THE OPPORTUNITY TO CONSIDER ACCESS.
FOR THERE A SETTING FOR ACCESSIBILITY.
I INCLUSION, D DIVERSITY, E EQUITY.
I LOVE TALKING ABOUT HOW THIS FRAMEWORK IS OUR DESTINATION RIGHT? IT IS BOTH WHERE WE WANT TO END UP AND HOW WE WILL GET THERE.
SO, INSTEAD OF SAY HERE IS FIVE STEPS, IN THREE YEARS WE WILL REVAMP IT IN THIS WAY.
IT REALLY IS ADDRESSING WHAT DO WE WANT TO HAVE HAPPENED TO OUR GIRL SCOUTS? WHAT IS THE WORLD AND ENVIRONMENT THAT WE WANT THEM TO EXPERIENCE.
THAT GIVES US A BROADER SCOPE TO REVIEW AND HOLD OURSELVES ACCOUNTABLE.
SO THIS IS HOW WE TAKE A LOOK AT THAT.
WE WANT A GIRL SCOUT WORLD IN WHICH A COMMUNITY IN WHICH CAN GIRLS CAN FAIRLY ACCESS SERVICES.
DISTURBANCES IN THEIR COMMUNITY.
WE WANT WHEN WE THINK ABOUT DIVERSITY, IS NOT JUST ABOUT MAKING SURE THAT THERE'S DIFFERENT TYPES OF PEOPLE IN THE ROOM.
BUT THE POWER OF THE REPRESENTATION REALLY IMPACTS HOW GIRLS MAKE DECISIONS LONG-TERM.
SO AT ALL LEVELS IN THE ORGANIZATION AND ALL ENTRY POINTS.
BELONGING AS HER AUTHENTIC SELF WITH THEIR FULL IDENTITY.
SOMETIMES WE MAKE CERTAIN ASPECTS OF PEOPLE'S IDENTITIES WELCOME AND OTHERS NOT SO MUCH.
SO HOW CAN WE CHALLENGE OURSELVES TO BE AN ORGANIZATION WHEN THIS IS TRULY POSSIBLE? THIS FALLS UNDER THAT UMBRELLA OF INCLUSION AND BLOWS THEM.
AND THEN WE THINK ABOUT EXPERIENCES THAT I HAVING ON A PROPERTY IN OUR SIGHTS, IS IT TRULY EQUITABLE? SO THIS IS KIND OF HOW I TALK ABOUT, THIS IS WHERE WE WANT TO GO THIS IS THE RADICALLY INCLUSIVE GIRL SCOUTS I AM DREAMING ABOUT AND THE PEOPLE I HAVE THE PRIVILEGE OF WORKING WITH.
I THOUGHT IT WOULD JUST SHARE THIS AS SORT OF OUR VERY HIGH, IT'S A HIGH STANDARD OF A HIGH BAR, AND THIS IS WHICH WE ARE HOLD ACCOUNTABLE.
IT IS WE ARE SEEING INCLUSION AND EQUITY IN HIS CORE INSTITUTIONAL VALUES.
THIS IS AN EXAMPLE BECAUSE IF THIS IS JUST AN INITIATIVE, IF IT ONLY STAYS WITH THE COMMUNITY, OR A COMMITTEE OR SUBCOMMITTEE, IF IT ISN'T A FALL IN EVENTUALLY ROLL UP TO THE HIGHEST LEVEL OF ACCOUNTABILITY.
THAT WILL NOT ALLOW US TO DRIVE DECISION-MAKING.
PLACING IT HERE IS A VALUE ALLOWS US TO DO DECISION-MAKING AND HOW DO WE ALLOCATE RESOURCES? HOW DO WE DEVELOP POLICIES AND PRACTICES? GIRL SCOUTS OF USA, REALLY COMMITTED TO BECOME AN ANTIRACIST ORGANIZATION.
SO YOU HAVE TO LOOK AT JUSTICE.
HOW DO WE FOSTER A JUST AND FAIR GIRL SCOUT COMMUNITY THAT MAKES OUR ORGANIZATION STRONGER? THAT MEANS REMOVING BARRIERS THROUGH EXPERIENCES.
WE IDENTIFIED AT WHICH WAYS THIS CAN BE LIVED OUT.
WE DO NOT WANT THIS TO BE INITIATIVE OR DESIRE, WE WANT TO IDENTIFY BUCKETS WHICH THESE THINGS LAVELLE.
THIS HELPS US TO ADDRESS INTERPERSONAL AND PROCESSES.
WE NEED TO TALK ABOUT EQUITABLE PLACE MAKING AS WELL, ESPECIALLY TO DRIVE BELONGING AND INCLUSIVE WILL GO NEXT.
THERE IS A COUPLE VERSIONS OF THIS I'M SURE YOU'VE SEEN IT, WHAT IS THE DIFFERENCE BETWEEN EQUALITY, EQUITY, AND JUSTICE? HOW DO WE HOLD OURSELVES TO THESE STANDARDS? IT IS NOT THAT YOU WILL GET TO JUSTICE OVERNIGHT.
IT IS ACTIVELY IDENTIFYING AND REMOVING SOME OF THOSE THINGS.
WHEN WE THINK ABOUT THE FUTURE OF THIS IN OUR ORGANIZATIONS LIKE OUR DALLAS COLLEGE OR OTHERS WHO ARE PART OF THIS, HOW DO WE TAKE THIS FRAMEWORK AND REALLY APPLY THIS TO THE PLACES IN WHICH WE BELONG.
DO WE HAVE AN EQUALITY STATEMENT, AND EQUITY STATEMENT, OR A
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JUSTICE ORIENTED WAY OF WORKING? IF WE DON'T, WHAT IS STOPPING US? WHAT ARE THE THINGS THAT ARE IN PLACE.PERHAPS THAT WE CAN CONTROL THAT WE ARE SUBJECT TO OR PERHAPS THAT WE HAVE A LOT MORE POWER THAN WE THOUGHT WE DO? SO, THESE ARE THINGS WE ARE CONSIDERING AT GIRL SCOUTS AS WELL.
SO WHICH IS WHAT IS THE FUTURE OF D LETTER EITHER I AND DALLAS.
WHY THIS WORK ME SO MUCH TO ME.
KIMBERLY TALKED ABOUT IT IF A MOME MAMMOGRAM.
I COUNT FOR MARY COMMUNITY DEVELOPMENT LANDS.
HERE WE ARE A GIRL SCOUT USING THESE PRINCIPLES TO SHAPE WHAT WILL PRESENT MORE JUST WORLD.
SO WE CAN SURF NORTH TEXAS NORTHEAST TEXAS COMMUNITY.
SO, HOW DOES THAT PLAY INTO WHERE WE ARE HEADED IN THE AIR COMMUNITY.
WHERE IS THE FUTURE OF THIS EQUITY WORK, THIS IDEA WORKED IN OUR DALLAS OR EVEN BROADER IN THE METROPLEX.
I WANT TO THINK ABOUT THREE QUESTIONS, WHEN WE THINK ABOUT THIS WHAT SHOULD WE BE MEASURING? ONE OF THE I'M NOT SURE IF YOU ARE FAMILIAR WITH AGENDA ECONOMIST.
SHE GAVE A PRESENTATION DURING WOMEN'S HISTORY MONTH IN MARCH FOR THE HARVARD BUSINESS ROOM.
IT IS A SHOCKING STATEMENT AND I'VE BEEN PONDERING ABOUT IT.
IT IS THAT, WOMEN LEFT THE WORKFORCE AT RAPID RATES LAST YEAR.
WHAT WE DO NOT REALIZE, IS THAT, 30 YEARS OF PROJECT THAT WAS MADE FOR GENDER EQUITY IN THE WORKPLACE, WAS LOST.
THIRTY YEARS IN A PLACE THAT WAS ALREADY NOT EQUITABLE.
SO WE TOOK A HUGE STEP BACKWARDS.
SHE ASSERTED THAT 22 YEARS OF MAKING STRIKES TO BRIDGE THE PAY EQUITY GAP WAS LOST AS WELL.
WHAT DOES THAT MEAN? HOW SH AS COMMUNITY PARTNERS AND DEVELOPERS IN THE SPACE? SO, ONE OTHER THING, SHE SAID THE UNITED STATES IS LOSING ABOUT $2 TRILLION ANNUALLY FOR NOT HAVING EQUITABLE PLACES TO WORK.
PARTICULARLY BLACK WOMEN BEING THE MOST BOTTOM OF THE TOTAL POOL RIGHT? SO, REALLY EQUITY AND DIVERSITY IN ALL OF THESE ARE BUSINESS SOLUTIONS FOR US.
NOT JUST FOR CORPORATIONS BUT IT BRINGS DIVERSE IDEAS TO THE TABLE THAT HELP US TO REACH MORE PEOPLE.
WE WANT PROXIMITY, WE SHOULD HAVE THAT REPRESENTATIONAL LEADERSHIP SO WE CAN ACTUALLY SERVE PEOPLE IN A WAY THAT THEY ARE UNDERSTOOD AND SEEN AND KNOWN.
SO HOW CAN WE LOOK AT A WORK IN A WAY THAT HELPS US MEASURE THIS AS A BUSINESS SOLUTION.
THAT HELPS US PRIORITIZE THIS.
NOT AS A MORAL IMPAIRMENT BUT AS IS THE BUSINESS IMPERATIVE.
ANOTHER THING I WANT TO TALK ABOUT IS WHO SHOULD BE FUN? WHAT SHOULD BE FUN? THAT ALSO HAS TO NOT BE ABOUT PHIL GRANTMAKING.
BECAUSE, THIS WORK NEEDS TO BE FUNDED BUT WHO DO WE HIRE? WHO DO WE BRING IN? ARE WE THINKING ABOUT THE FUTURE OF BLACK AND BROWN LEADERS WHO ARE PROBABLY GOING TO BE VERY EFFECTIVE IN THIS SPACE, WHO ARE NOT TYPICALLY INVITED OR CONSULTED.
WHAT DOES THIS LOOK LIKE FOR THE BROAD INDUSTRY? THESE ARE QUESTIONS I WANT TO LEAVE WITH YOU AS I THINK ABOUT THE FUTURE OF THIS.
WHERE DO WE PUT OUR DOLLARS MEANS WHERE IT'S GOING TO BLOSSOM RIGHT? IF THIS IS A TRUE BUSINESS SOLUTION FOR NONPROFITS, FOR-PROFITS, THEN WE HAVE TO TREAT IT AS SUCH AS A BUSINESS WAY, WE MUST MEASURE WHICH MEANS WE HAVE TO INCORPORATE ACROSS OUR FULL ORGANIZATION OUTPUTS AND AGAINST CULTURE.
WE DID A CULTURAL REFRESH AT GIRL SCOUTS FOR THIS COMING YEAR.
ULTIMATELY, HOW DO WE ALLOCATE RESOURCES SO WE CAN MEASURE IT EFFECTIVELY? WHICH MEANS WERE ACTUALLY PUTTING EFFORT INTO IT.
WHO SHOULD BE CENTER? NPR TALKED ABOUT THERE ABOUT $250 BILLION THAT WAS LAST YEAR FOR BUSINESSES AND ORGANIZATIONS TO BRIDGE THE RACIAL EQUITY GAP.
THEY HAVE NOTED THAT THERE WAS JUST A FRACTION OF THAT THAT HAS BEEN REALIZED IF EVEN THAT MUCH.
WHAT DOES THAT MEAN? LIKE, IF WE KNOW THAT THERE ARE PEOPLE IN PAIN AND IN HARMS WAY, THAT WE COULD BE SUPPORTIVE TO OUR DOLLARS, WE COULD BE MEASURING OUR FACTS AND OUR CONTRIBUTION TO MAKE IN THE WORLD'S BETTER.
WHO DO WE NEED TO BE CENTURY IN OUR WORK? HOW DOES THAT CHANGE OUR WORKING MODEL? SO IS THIS BLACK INDIGENOUS? ISN'T PEOPLE OF COLOR? IS IT WOMEN? IS A TRANS? HOW DO WE THINK ABOUT THE FULL SPECTRUM OF WHO IS OUR PRIMARY CLIENT? WHO DO WE CATER AND TEND TO? IF WE CONTINUE TO FOCUS ON THEM ONLY IN THE NEXT FIVE OR TEN YEARS, WHAT WOULD THE WORLD LOOK LIKE? WHAT WERE THE COMMUNITIES LOOK LIKE? WITH THE DISPARITY BE LARGER?
[00:30:02]
WILL IT SHRINK? WILL WE HAVE THREE STRUGGLES EFFECTIVELY? I THINK IF WE THINK ABOUT THE FUTURE OF D LETTER EITHER IN DALLAS WE CAN'T DO IT WITHOUT THESE QUESTIONS.MY HOPE IS THAT ORGANIZATIONS DON'T SEE THIS AS A DO GOOD, OR SOCIAL IMPACT COMPONENT.
BUT, AS A CORE COMPONENT AND A MISSION STRATEGY TO BE EFFECTIVE AND PROFITABLE.
I HOPE WE WILL ALLOCATE RESOURCES TO IT IN SUCH A WAY AND THAT FIVE OR TEN YEARS FROM NOW THEY WILL KNOW WHAT THEY HAVE WATERED WHICH IS WHAT HAS GROWN.
AND THAT TRANSLATES INTO HOW WE PUT STAFF AND RESOURCES TO THAT.
ALSO, HOW WE UPLIFT AND CENTER IN THAT WORK.
THEN, HOW DO WE CENTER THE PEOPLE WE WANT TO MOW SERVE? HOLD ACCOUNTABLE BY THAT DATA BY BEING HONEST, AND TRANSPARENT.
WE CAN'T MOVE FORWARD IF WE ARE NOT CLEAR ABOUT EVEN WHERE OUR SHORTCOMINGS ARE.
I HOPE YOU HAVE THE COURAGE, A LOT OF TIMES COURAGE IN THIS WORK IS MAKING THOSE ARE DECISIONS OR POLITICALLY CONTROVERSIAL ONES.
BUT I REALLY THINK COURAGE IS HAVING THE COURAGE TO SAY I FELT WE WERE DOING IT RIGHT.
I THOUGHT WE WERE CERTAIN PEOPLE EFFECTIVELY.
I THOUGHT WE HAD THE BEST INTENTIONS OF OUR STUDENTS BUT OUR POLICIES REFLECT THAT.
TAKE A LOOK AT WHAT THAT HAS CONTRIBUTED BUT IT DOESN'T LEAD US TO WHERE WE GO.
WE WERE READY TO MAKE SIMILAR CHANGES.
I THINK IF OUR DALLAS LEADERS AND ORGANIZATIONS ARE HAVING TH AND IS BRIGHT.
BECAUSE IT WILL BE A MAINSTREAM WORKFORCE.
NOT A AN ADD-ON FOR A 1-TO STAFF DEPARTMENT.
IT WILL BE A CORE DEPARTMENT WITHIN ALL ORGANIZATIONS WORKING ACROSS COLLABORATIVELY AND CROSS FUNCTIONALLY WITHIN THE ORGANIZATION.
I WILL STOP THERE I HOPE THAT THOSE ARE QUESTIONS WORTH CONSIDERING.
AND A LITTLE BACKGROUND AND HAPPY TO CHIME IN MORE IS NEEDED.
I HAVE SO MANY NOTES, BUT THE TWO POINTS AS WE TRANSITION TO RICHIE BUTLER.
THE TWO THINGS THAT IMMEDIATELY WHEN YOU TALKED ABOUT YOUNG PEOPLE HAVING TO REMAIN IN THE CENTER OF THE WORK, AND ONE OF THE THINGS THAT I ALWAYS TELL MY STUDENTS.
IS THAT THERE HAS NOT BEEN ANY MAJOR MOVEMENT FOR GOOD INJUSTICE IN THIS COUNTRY WITHOUT IMPACT AND INFLUENCE OUT OF ENGAGEMENT WITH YOUNG PEOPLE.
IF WE LOOK AT SIGNIFICANT CHANGE, I AM ALSO SO GLAD THAT YOU BROUGHT UP THE POINT NOT JUST LOOKING AT EQUITY AND EQUALITY, BUT LOOKING AT JUSTICE.
AND WHAT JUSTICE REALLY LOOKS LIKE, BECAUSE MANY TIMES, WE'VE MOVED TO INITIATIVES AROUND DIVERSITY, EQUITY, AND INCLUSION WITHOUT PAYING ATTENTION TO OR ADMITTING OR ACKNOWLEDGING WHAT IS HAPPENED IN THE PAST.
SO, HOW CAN WE GET TO THE POINT OF COLLECTIVE AND TRUE SO HAVE NOT EVEN ADDRESS IT? BECAUSE THEN WE'RE PICKING AND CHOOSING.
QUITE HONESTLY WHEN WE BEGIN TO PICK AND CHOOSE, WHAT WERE DOING IS SAYING WITHOUT DIRECTLY SAYING IT, WE ARE DOING WHAT IS BEST FOR OPTICS.
AND NOW IT IS BEST FOR THE PEOPLE IN THE COMMUNITIES THAT WE ARE SERVING.
THANK YOU FOR YOUR TIME AND PRESENTATION.
I CAN'T WAIT TO ANY GET INTO THE TOWN HALL QUESTIONS AND ASK ADDITIONAL QUESTIONS FOR YOU AND THE REST OF THE GROUP ASKED HER THANKS.
AS WE ARE BRINGING UP OUR NEXT PRESENTATION, I AM GOING TO INTRODUCE OUR PANELIST.
RICHIE BUTLER IS A SENIOR PASTOR OF THEIR HISTORIC ST. LOUIS COMMUNITY NET UNITED METHODIST CHURCH IN DALLAS.
HE'S GOT OVER 20 YEARS OF EXPERIENCE IN A PRIVATE EQUITY REAL ESTATE INVESTMENT, CAPITAL MARKETS, AND INSTITUTIONAL ASSET MANAGEMENT.
HE HAS BEEN RESPONSIBLE FOR OVER $1 BILLION OF INSTITUTIONAL REAL ESTATE INVESTMENT AND FUND MANAGEMENT ACTIVITY THROUGHOUT THE UNITED STATES.
HIS CIVIC WORK THE PROJECT UNITY FOCUSES ON BRIDGING SOCIETAL DIVIDES PASSES POLICE AND COMMUNITY BASKETBALL EVENT.
IN 2020, HE LAUNCHED TOGETHER WE TEST PROGRAMS TO ADDRESS WHAT CAN I DO.
THE QUESTION THAT PEOPLE CAN ASK IN RESPONSE TO THE DEATH OF GEORGE FLOYD.
RICHIE IN RESPONSE TO THE FIVE DA WERE EMBERS IN 2016.
HE LAUNCHED A YEAR OF UNITY AND 272.
A COMMUNITY WIDE INITIATIVE TO WITH THE 43RD PRESIDENT OF THE UNITED STATES, GEORGE W.
BUSH, SERVES AS THE HONORARY CHAIR.
HIS TOGETHER WE TEST PROGRAM PROVIDES UNDERSERVED COMMUNITIES IN NORTH TEXAS.
[00:35:01]
MOST RECENTLY HE LAUNCHED TO GATHER TEST WE VACCINE THAT PROVIDES VACCINES TO UNDERSERVED COMMUNITIES.HIS CURRENT BOARD APPOINTMENTS AND CIVIC INVOLVEMENT INCLUDE SOUTHERN METHODIST UNIVERSITY BOARD OF TRUSTEES, COMMUNITY'S FOUNDATIONS OF TEXAS, BOARD OF TRUSTEES, TEXAS METHODIST FOUNDATION BOARD OF TRUSTEES, AND INDEPENDENT BOARD OF DIRECTORS OF BROOKSHIRE GROCERY COMPANY AS WELL AS A MEMBER OF THE REAL ESTATE AFFECTION OF COUNSEL.
HE HOLDS DEGREES FROM SOUTHERN METHODIST UNIVERSITY, AND HARVARD UNIVERSITY.
AN EXTENDED STUDIES IN URBAN PLANNING AT MIT, AND WAS THE RECIPIENT OF THE FORD FOUNDATION FELLOWSHIP TO START IS ART HISTORY A POLITICAL SCIENCE IN EUROPE.
HE IS A RECIPIENT OF THE 2021 DALLAS BUSINESS JOURNAL LEADERS AND DIVERSITY AWARD.
AND A PAST RECIPIENT OF THE SMU EMERGING LEADER AWARD.
A MINORITY BUSINESS LEADER AWARD FROM THE DALLAS BUSINESS JOURNAL.
AND DALLAS BAR ASSOCIATION MARTIN LUTHER KING JUSTICE AWARD RECIPIENT.
RICHIE IS MARRIED TO HIS WIFE AND THEY ARE MARRIED TO TUCCI AN AND FOUR.
WITHOUT FOR OVER A DO I HAVE AND I WELCOME YOU TO THE PLATFORM TODAY.
>> THANK YOU KIMBERLY, AND FIRST OF ALL, I WANT TO ACKN PRESENTATION.
THANK YOU I THINK IT WAS SPOT ON.
IN THE CHURCH SETTING I WOULD JUST SAY, I TAKE MY SEAT BECAUSE SHE PRETTY MUCH SUMS IT UP.
I WANT TO TAKE THIS OPPORTUNITY TO DRILL INTO SOME OF THE WORK THAT WE HAVE BEEN DOING AT PROJECT UNITY.
HOW I BELIEVE IT IS HELPING TO FORECAST AND ALSO MOVE US INTO THE FUTURE WHEN WE CLASSIFY AS DIVERSITY, EQUITY, AND INCLUSION.
KIMBERLY, AS YOU ALREADY A LIE, IT IS PROBABLY THIS PAST FIVE YEARS THAT WE HAVE DIVERSITY AND INCLUSION TO INVERT DIVERSITY EQUITY AND INCLUSION.
YOU CAN MOVE TO THE NEXT SLIDE.
I WANT TO GIVE SOME CONTEXT AROUND MY BACKGROUND IN PARTICULAR PROJECT UNITY.
AS IT IS BEEN NOTED, VERY DIVERSE BACKGROUND.
I HAVE BEEN IN PRIVATE EQUITY, REAL ESTATE SPACE, AND INVESTING ALL OVER THE COUNTRY.
SO, TO HAVE THE BUSINESS SIDE TO THIS, AND ALSO I'VE BEEN A PASTOR AND PROJECT UNITY WAS A BIRTH OF THE RESULT OF A MEETING THAT WE HAVE AT OUR CHURCH DOWNTOWN.
THIS IS WHERE WE HAVE THE CHIEF OF POLICE, THE CHAIR, THE DA, AND EVERYBODY WAS WHO WAS RESPONSIBLE WAS GOING ON IN FERGUSON MISSOURI IN 2014.
OUT OF THAT EXPERIENCE AS WE ALL KNOW, THE MISTRUST, THE FEAR, THE ANGER AND THE MISEDUCATION AND EVERY NEGATIVE EMOTION.
THAT YOU DIDN'T WANT OPERATING WAS PRESENT THAT DAY.
THAT'S WHERE PROJECT UNITY WAS BIRTH AS A RESULT OF THAT.
IT REALLY PUT THE FOCUS ON BRIDGING DIVIDES UNDER THE NOTION OF DIALOGUE, COMMUNITY BUILDING, EDUCATION, AND EMPOWERMENT.
SO, WITH THIS NOTION OF WHAT UNITE IS IS GREATER THEN WHAT DIVIDES US.
AND PART OF WHAT IT WE HAVE BEEN FOCUSED ON PROJECT UNITY IS LEVERAGING WHAT BRINGS PEOPLE TOGETHER? LET ME BE CLEAR, IF IN PARTICULAR, I SAY THIS TO AFRICAN-AMERICANS ALL OF THE TIME.
IF WE COULD SOLVE THE ISSUE OF RACE IN AMERICA, WITHOUT WHITE FOLK AND OTHERS, WE WOULD'VE DONE A LONG TIME AGO.
WE NEED THEM AT THE TABLE FIRST OF ALL, WE DID NOT CREATE THE PROBLEM.
BECAUSE BE HONEST, THEY DID, THERE HAS TO BE SOME ACCOUNTABILITY AROUND THAT.
ALSO, RECOGNIZING I AM TRYING TO CREATE ALLIES AND FEWER ADVERSARIES IN THE SPACE.
PART OF THAT ENTAILS EDUCATION, IT ENTAILS RELATIONSHIPS, IT ENTAILS US BEING IN CLOSER CONNECTION TO EACH OTHER.
SO, WE ARE ALWAYS FOCUSED ON THIS NOTION THROUGH OUR PROGRAM TOGETHER, SO IF YOU SEE SOMETHING OUT IN THE MARKETPLACE AND IT IS TOGETHER WE JUMP IT IS PROBABLY A PROJECT UNITY SPONSORED EVENT.
IN PARTICULAR, WE LEAN INTO POLICE COMMUNITIES RELATIONS WORK AND STARTED ART TOGETHER AND IT WASN'T A COLLABORATION BETWEEN US AS A COMMUNITY, AND LAW ENFORCEMENT, SO WE DID NO CREATE IT.
WE CAME TOGETHER TO SAY HOW CAN WE WORK IN COLLABORATION WITH EACH OTHER? THAT EVENT, WE ARE NOW PARTNERS WITH THE DALLAS MAVERICKS, AND THEN WE LOST TOGETHER WE LEARN, AND THEIR NARROW IS A
[00:40:07]
STATE LAW IN TEXAS BECAUSE OF OUR TOGETHER WE LEARN PROGRAM.THAT IS AND IT REQUIRES EDUCATION ON ALL SIDES.
IT REQUIRES LAW ENFORCEMENT, WHEN THEY ARE SUPPOSED TO GO BACK AND CERTIFIED FIREARMS TO BE EDUCATED AND BETTER TRAINED AND INTE COMMUNITIES.
THERE IS ALSO A COMMUNITY COMPONENT SO WHEN SOMEBODY GOES GET THEIR DRIVERS LICENSE THEY ARE SUPPOSED TO BE TRAINED.
UNFORTUNATELY, IT ALL BOILS DOWN AROUND RESOURCES AND ALLOCATION.
JUST BECAUSE, IT IS A LOT IT DOES NOT MEAN IT GETS IN FORCE.
BECAUSE OF A LACK OF RESOURCES.
AND THAT IS ONE OF THE AREAS THAT WE HAVE TO ADDRESS.
THEN WE LAUNCHED A PROGRAM CALLED TOGETHER WE DINE, WE BRING PEOPLE TOGETHER AND HAVE CONVERSATIONS ABOUT A TOPIC THAT WE DO WANT TO ENGAGE.
AGAIN A RACE, AGAIN TRY TO EDUCATE AND MAKE SURE WE ARE CREATING MORE ALLIES AND FEWER ADVERSARIES IN THIS AREA IN SPACE.
LET'S BE REAL, WE THINK ABOUT THE ISSUES OF RACE AND SOME OF THESE TOPICS, THERE ARE PEOPLE WHO MAY HAVE AN INTEREST OR WANT TO LEARN MORE AND WANT TO DIG IN, BUT THERE WHERE DO I BEGIN? WHAT IS, AND IT IS SUCH A CONTROVERSIAL SPACE AND PLACE.
YOU TALK ABOUT, YOU JUST BRING THE WORD RACE UP, AND YOU KNOW, YOU CAN TAKE 02100 AND A NANO SECOND PERIOD SO, HOW DO WE ENGAGE PEOPLE AND TO GET THEM ON TRACK AND A PART OF BEING A PART OF THE SOLUTION? THAT IS PART OF THE WORK THAT WE HAVE BEEN FOCUSED ON.
WEATHER IS OUR TOGETHER WE SING SERIES, OR PROJECT UNITY, OR MOST RECENTLY AS A RESULT OF THE PANDEMIC, WE LAUNCHED TOGETHER WE TEST AND NOW WE LAUNCHED TOGETHER WE VACCINATE.
WHEN GEORGE FLOYD WAS MURDERED, I BELIEVE, MANY OF US IF YOU ARE AFRICAN-AMERICAN OR PERSON OF COLOR.
YOU PROBABLY GOT A CALL FROM YOUR WHITE FRIENDS, OR COLLEAGUES, AND THE QUESTION WAS WHAT CAN I DO? AND SO, IN RESPONSE TO THAT QUESTION, WE DECIDED TO LAUNCH TOGETHER WE CAN.
TOGETHER WE CAN FOCUSES ON IN A PRACTICAL EASY WAY TO ENGAGE AND AGAIN BEGIN A PROCESS FOR PEOPLE TO START BEING MORE CONSCIOUS, AND DEVELOPING A LIFESTYLE AND MINDFULNESS OF BEING ANTIRACIST.
THAT IS THE BASIS OF THE PROGRAM.
IT IS SIMPLE, WE ASK PEOPLE TO WEAR A BRACELET, AND I HAVE THE BRACELET ON YOU CAN SEE IT RIGHT HERE.
YOU SAY WHAT IS THE BIG DEAL OF A BRACELET? SYMBOLS MEAN SOMETHING.
THAT IS WHY WE ARE HAVING CONVERSATIONS AND WHY IN THE ERA OF JIM CROW, THERE WERE HUNDREDS OF CONFEDERATE SYMBOLS THAT WERE PUT UP IN THE FIGHT TO REMOVE THOSE SYMBOLS HAS BEEN MONUMENTAL.
TH THE BRACELETS SAYS I AM NOT SILENT OF THE ON THE ISSUE I WANT TO BE PART OF THE SOLUTION.
IT IS AN ACCOUNTABILITY PIECE I AM HOLDING MYSELF ACCOUNTABLE AND WE HOLD EACH OTHER ACCOUNTABLE IN THIS PROCESS OF MOVING FORWARD.
WE ALSO, WE WE ALSO ASKED PEOPLE TO PARTICIPATE IN TOGETHER WE DINE EVENT.
WE ASKED PEOPLE, THIS IS PROBABLY THE MOST SIGNIFICANT PART OF THE WHOLE EFFORT, IS TO COMMIT TO ONE HOUR PER MONTH.
BECAUSE, IT IS GREAT TO BE A PART OF THIS CONVERSATION, BUT HOW DO WE ENGAGE PEOPLE ON AN INDIVIDUAL BASIS WHERE THEY ARE BECOMING MINDFUL IN THEIR DEVELOPING A LIFESTYLE OF BEING OF TAKING ACTION AGAINST RACISM.
THAT ONE HOUR PER MONTH, IS PART OF THE EFFORT WILL WE PROVIDE A SET OF INFORMATION ACTIVITIES, THAT PEOPLE ENGAGE IN FOR ONE HOUR PER MONTH.
AND AGAIN, JUST MODELING EVERY MONTH, IF YOU THINK ABOUT SOMEONE IS DOING THIS EVERY MONTH, IT IS DEFINITELY STARTS BECOME A PART OF WHO WE ARE.
IT BEGINS TO SHIFT THE ATMOSPHERE, AND IT STARTS TO CHANGE THINGS.
SO THAT IS OUR TOGETHER WE CAN PROGRAM.
I BELIEVE, IT IS DEFINITELY MOVING US IN A DIRECTION WHEN IT COMES TO WHERE WE ARE, AND ALSO WHERE WE ARE GOING.
BECAUSE AS WE ALL KNOW, AND I TRULY BELIEVE THAT THIS MOMENT THAT WE ARE IN, IS DEFINITELY A RESULT OF GEORGE FLOYD'S MURDER.
[00:45:02]
WE ARE AT A EXPERIENCING A RACIAL RECKONING IN THIS NATION.FURTHERMORE, I BELIEVE THAT THIS IS A MOMENT THAT CAN LE US, IF YOU ARE A CONTINUING INTENT.
WE HAVE ARRIVED, WE MAY BE AT THE FOREFRONT AS A COMMUNITY, AND AT THIS MOMENT AND EVENT MAY TAKE US FROM UP FOR UP TO A 4.12.
I THINK THIS MOMENT CAN LITERALLY ELEVATE US FROM A 4-TO A SIX OR TO THE PROGRESS IN SO MANY DIFFERENT WAYS.
IF WE ARE VERY THOUGHTFUL IN A VERY CONSISTENT AND FOCUSED.
ALSO, RECOGNIZING THAT WE HAVE GOT TO FIGURE OUT HOW WE ENGAGE A BROADER BASE OF INDIVIDUALS WHO ARE AWARE, AND DO NOT -- MAKE AND DO NOT KNOW WHAT TO DO.
THAT WE HAVE REAL SERIOUS ISSUES AND CHALLENGES IN OUR NATION.
SO, WE ARE FOCUSED ON THAT IN THE WORK AND I THINK THAT IS THE IMPORTANT ASPECT.
I ALSO WILL ACKNOWLEDGE BECAUSE I SERVE ON A NUMBER OF BOARDS.
AND RECOGNIZE THAT IN THIS MOMENT, ORGANIZATIONS ARE MOVING FROM FROM THIS BEING AN INITIATIVE FROM THIS BEING TO PART OF THEIR INSTITUTIONAL FRAMEWORK.
I CAN NAME A NUMBER OF ORGANIZATIONS THAT AND COMPANIES THAT NOW DEI IS NOT AN INITIATIVE IS PART OF THE EXECUTIVE COMMITTEE.
IT IS A COMMITTEE OF THE BOARD.
AND JUST LIKE YOU HAVE A FINANCE COMMITTEE YOU HAVE A PARTY COMMITTEE, YOU HAVE IT DEI COMMITTEE, IT DOESN'T MATTER WHO IS A CEO OR THE PRESIDENT OR WHO WAS ON THE BOARD.
I THINK THAT IS PART OF THE FRAMEWORK THAT MOVES THIS WORK INTO THE FUTURE.
AND HOPEFULLY ALLOWS FORWARD TO BE THE CHALLENGES THAT WE ARE FACING.
AND THAT WE CONTINUE TO FACE AND MOVE THE NEEDLE FOR.
REAL QUICK, I JUST WANT TO OFFER THIS UP AS WE THINK ABOUT THE FUTURE OF DERI.
AND I'LL WORK PROJECT UNITY, WE KNOW WHAT DIVERSITY, EQUITY AND INCLUSION I ALSO WANT TO ADD IT IS MOVING US TO DAI.
LET HIS DECISION MAKING DECISION-MAKERS.
LET' DECISION-MAKING ISN'T FOCUSED ON DEI, IT WILL FALL BY THE WAYSIDE.
THEREFORE, WE NEED PEOPLE WHO ARE DIVERSE, AND ROLES OF DECISION-MAKING, THOSE AT THE TABLE.
EITHER IT BE AT THE C SUITE ON THE BOARD, AND IN DRIVING THOSE DECISIONS AND THEN ALSO UNDERSTANDING THAT A IS NOT ABOUT EQUITY IT IS ABOUT EXCESS AND ACCOUNTABILITY AND IT IS ABOUT ASSETS.
IN RECOGNIZING ALL OF THOSE COMPONENTS THAT WILL HELP MOVE US FORWARD.
AND THE HIGH FROM MY PERSPECTIVE IS NOT JUST INCLUSION, BUT INVESTMENT.
FROM A BUSINESS STANDPOINT, OFTEN TIMES IN BUSINESS, WE SEE THIS WORK ALMOST AS WE SEE CHARITY.
AS WE SEE IT AS PHILANTHROPIC.
AND WHEN YOU PUT THE LENS OF INVESTMENT ON THE CONVERSATION VERSUS INCLUSION VERSUS CHARITY.
BECAUSE INVESTMENT, IT MEANS THAT THAT THERE IS A VALUE AND A VALUE THAT I KNOW IS AT X TODAY AND IT CAN BE WIDE TOMORROW IF I MAKE THE INVESTMENT.
ALSO, THE NUMBERS SPEAK FO OF COMMUNITIES OF COLOR.
THE REAL BUSINESS PROSPECT AN OPPORTUNITY THAT IS BEFORE US, FROM THAT FRAMEWORK.
SO HELPING PEOPLE UNDERSTAND, THIS IS NOT CHARITY, THIS IS ABOUT INVESTMENT.
WHEN YOU MAKE AN INVESTMENT WITH YOU LOOKING FOR A RETURN.
WE NEED TO RETURN IT ONLY MAKE US BETTER.
THE OTHER THING I WOULD JUST SAY WHEN IT COMES TO THIS.
RADIUS, REASON, AND RELATIONSHIP.
AS A KIWI ARE TALKING ABOUT IF WE ARE TALKING ABOUT BE SUCCESSFUL IN EDUCATION YOU'VE GOT TO THE THREE RS WRITING, READING, AND ARITHMETIC.
WELL I THINK IF WE ARE GOING TO BE SUCCESSFUL IN MOVING TI FORWARD.
PUTTING US IN PROXIMITY TO EACH OTHER.
IT'S GONNA BE REASON, EDUCATION, UNDERSTANDING AND LEARNING.
[00:50:04]
RELATIONSHIPS MATTER.PEOPLE TAKE RISKS WHEN THEY HAVE RELATIONSHIPS IF THEY DON'T HAVE RELATIONSHIPS THEY ARE NOT GOING TO TAKE THE RISK.
SO WE HAVE GOT TO KEEP THAT KIND OF FRAME OF REFERENCE AND RELATIONSHIP.
THE LAST THING AND THE LAST THING REAL QUICK.
WE THINK ABOUT THE FUTURE, ESPECIALLY FOR PROJECT UNITY, AS I TALKED ABOUT TOGETHER WE SING TOGETHER AND WE WORK TOGETHER.
ALL THOSE PROGRAMS ARE REALLY MOVING US TO WHAT WE ARE FINDING STRATEGICALLY AS TOGETHER WE BUILD.
THERE ARE PILLARS THAT SUSTAIN COMMUNITY.
WHAT WE WANT TO DO IS LEAN INTO THOSE PILLARS.
ALSO, ASSIST THOSE ALLIES THAT WE ARE ABLE TO NURTURE AND DE BRING ALONG THIS PATHWAY.
WE ARE PARTNERING WITH A POSITION SCREW CALLED CATALYST HEALTH NETWORK.
WE LAUNCHED OUR TOGETHER WE TEST PROGRAM IT WITHIN THAT PARTNERSHIP.
WE RECOGNIZE THE CATALYST, THIS PANDEMIC, AND THE NEED FOR TESTING, AND NOW THE NEED FOR VACCINATIONS.
IT IS A REMINDER THAT THERE IS A LARGER HEALTH ISSUE AROUND INEQUITIES IN WHEN IT COMES TO HEALTHCARE SERVICE DELIVERY AND OUTCOMES AND COMMITTEES OF COLOR.
SO, WE HAVE WORKING IN COLLABORATION, TO LOOK AT HOW WE CREATE A NEW BUSINESS MODEL.
THAT CAN DELIVER A DIFFERENT TYPE OF DIFFERENT HEALTHCARE SERVICE GETTING OUTCOMES AND THE RESULTS THAT WE ALL DESIRE IN NEED AND IMPROVING COMMUNITIES, PLEASE UNDERSTAND, THIS COMPANY WOULD HAVE NEVER LEANED IN THIS IF THEY HAD BEEN.
IF THERE WAS NOT THE WORK OF ART EFFORTS AROUND OUR TOGETHER WE PROGRAMMING THAT GOT THEM ENGAGED IN RECOGNIZING THAT WE HAVE A CHALLENGE IN AN ISSUE AND BROUGHT THEIR SKILL SET AS A HEALTHCARE PROVIDER INTO THE SPACE.
SO I JUST WANT TO UNDERSTAND WHETHER HIS HOUSING, EDUCATION, SAFETY, COMMERCE OR FINANCE OR WHATEVER IT IS.
THOSE ARE PILLARS THAT REPRESENT.
WILL RETHINK ABOUT IT, WHEN IT COMES TO RACE, TYPICALLY COMMUNITIES OF COLOR, I DISPROPORTIONATELY IMPACTED IN THOSE PILLARS AND ARE OFTEN TIMES ARE TEETERING OR UNSTABLE SO WE HAVE TO STABILIZE THOSE PILLARS SO THAT'S WHAT PROJECT UNITY IS TOGETHER.
SO WE CREATED A FORCE OF SUPPORT.
THROUGH OUR CORPORATE PARTNERS TO OUR PROGRAMMING THAT ESTABLISHED TO REALLY BRING ABOUT SUSTAINABLE COMMUNITIES AND LEVERAGING THESE PILLARS.
THE LAST SLIDE IS, AND I DON'T KNOW IF YOU CAN DO THE VIDEO.
I JUST WANT TO SHARE THIS BRIEF VIDEO ON OUR KEY CAN YOU CLICK THAT? HOPEFULLY THE VIDEO WILL SHOW.
>> OKAY THE VIDEO DIDN'T WORK.
IT HAS MORE TO DO WITH MIKE TAKE SKILLS THAN ANYONE ELSE.
BUT THOSE ARE MY REMARKS ARE APPRECIATE THE TIME AND I LOOK FORWARD TO THE DIALOGUE.
>> THANKS SO MUCH RICHIE, THIS IS REALLY GOOD.
I LOVE THE FACT THAT YOU CAME IN SECOND BEHIND HER BECAUSE I THINK THE CENTER OF THE CONVERSATION AROUND COMMUNITY, IS SO IMPORTANT.
BECAUSE I THINK OFTEN TIMES WHEN WE TALK ABOUT DIVERSITY, EQUITY, INCLUDING THE ONE THING THAT PEOPLE THINK ABOUT IN THE ONE PLACE AND PEOPLE SOPS UNEMPLOYMENT.
AND WE DON'T REALLY PAY ATTENTION TO WHAT THAT MEANS ACROSS THE BOARD.
AND THOSE ARE SOME OF THE LARGER CONVERSATIONS THAT WE NEED TO HAVE.
IN THE SECOND POINT THAT YOU BROUGHT UP, THAT I THOUGHT YOU NAILED IT ON THE HEAD.
THIS IS THAT WE LOOK AT DEIS CHARITY.
AND WERE NOT LOOKING AT DDI AS IDENTIFYING CHALLENGES AND OPPORTUNITIES AND GAPS AND WORKING ON POLICY AND CHANGES THAT CONTINUE TO HELP US MOVE FORWARD.
BECAUSE CHARITY IS SUBJECTIVE.
IT IS BASED ON WHAT OUR INTEREST IS.
SO WE CAN'T LOOK AT DDI ON INTEREST WE BRINGING SOLUTIONS TO TABLES THAT CONTINUE OVER TIME.
I LOOK FORWARD TO THE Q&A SESSION.
AND WE HAVE THANK YOU FOR YOUR TIME AND PRESENTATION.
WE ARE GOING TO CHEW UP FOR OUR NEXT PRESENTER.
[00:55:02]
WHICH IS MARISOL ROMNEY.DALLAS COLLEGES NEW CHIEF INCLUSION OFFICER.
SHE OVERSEES SUSTAINABILITY EQUITY AND INCLUSION AND IS ACQUIRED DIVERSITY IN ITS RESPONSIBLE FOR THE DEVELOPMENT AND THE IMPLEMENTATION AND THE SOCIAL RESPONSIBILITY STRATEGY AND GOALS AND TARGETS, THAT WORK ALIGNED WITH THE COLLEGE'S OVERALL VISIONING, EQUITY THE ECONOMY AND THE ENVIRONMENT.
SHE ALSO OVERSEES THE DEVELOPMENT MULTIFACETED TRAINING PROGRAM THAT ENSURES DALLAS COLLEGE EMPLOYEES AT ALL LEVELS AND ARE KNOWLEDGEABLE ABOUT SOCIAL RESPONSIBILITY AND HOW IT APPLIES TO THEIR ROLE WITHIN THE ORGANIZATION.
ADDITIONALLY SHE PROVIDES INTENTIONAL IMPOSITION ADVOCACY TO GENERATE CLARITY AND ECONOMIC INCLUSION WITHIN MINORITY AND UNDERSERVED COMMUNITIES.
PRIOR TO JOINING DALLAS, AND SHE SERVED AS A CORPORATE DIRECTOR OF DIVERSITY AND MINORITY TO BUSINESS DEVELOPMENT THAT ONLY DO HELP.
WHERE SHE ADDRESSED DE THAT I AM BUSINESS DEVELOPMENT WITHIN THE NON- CAMPUS HOSPITAL NETWORK.
THROUGHOUT HER CAREER, SHE'S CONSULTED SUCCESSFUL RELATIONSHIPS ENDEAVORS CHAMBERS.
CERTIFYING AGENCIES AND COMMUNITY ORGANIZATIONS BY VALUING DI JUST BORN IN PUERTO RICO, SHE HOLDS A BACHELORS DEGREE FROM FORD OR INTERNATIONAL THREE.
TWO MASTERS DEGREE IN LEADERSHIP IN EDUCATION FROM FRAMINGHAM STATE UNIVERSITY IN MASSACHUSETTS, AND IS A CERTIFIED DIVERSITY PROFESSIONAL AT VANCE PRACTITIONER FOR AN ALIEN OR JERUSALEM.
WITHOUT FURTHER ADO I WILL TURN IT OVER TO HER.
>> THANK YOU AND GOOD AFTERNOON EVERYONE.
THIS PRESENTATION IS MORE FOCUSED ON THE KEY ELEMENTS NEEDED.
FOR THE JOURNEY THAT WILL TAKE US TO THE FUTURE.
I KNOW THAT WE HAVE BEEN FOCUSING MORE ON THE FUTURE.
BUT TOGETHER WE NEED TO SEE WHAT OTHER STEPS THAT WILL TAKE US THERE NEXT SLIDE PLEASE.
AT DALLAS COLLEGE EVERYTHING THAT WE DO REVOLVES AROUND OUR DALLAS COLLEGE MISSION.
TO TRANSFORM THE LIVES AND COMMUNITIES THROUGH HIGHER EDUCATION.
FOR US, SOCIAL RESPONSIBILITY AND INCLUSION IS A PURPOSE.
IT IS PART OF THE STRATEGIC IMPERATIVES.
WHEN WE LOOK AT THIS, WE ARE NOT LOOKING AT JUST DEI, WHAT WE ARE SEEING THIS IN AT THREE PARTS SCENARIO.
SO THE THREE-PART SCENARIO INCLUDE SUSTAINABILITY.
THE DEI ASPECT TO MAKE THE INCLUSIVE ENVIRONMENT.
IN THE SUPPLIER DIVERSITY WHICH CONTRIBUTES TO THE ECONOMIC DEVELOPMENT OF THE COMMUNITY.
SO LET'S TALK ABOUT SUSTAINABILITY.
FOR US, AND FOR MOST PE SUSTAINABILITY THE FOCUS IS TYPICALLY ON THE ENVIRONMENT PIECE.
HOWEVER, FOR SOMETHING AND ANY SOLUTION TO BE SUSTAINABLE, YOU MUST HAVE THREE PARTS TO THE EQUATION.
YOU MUST HAVE THE EQUITY, YOU MUST HAVE THE ECONOMY, AND YOU MUST HAVE THE ENVIRONMENT.
THAT SOLUTION TO BE SUSTAINABLE.
THAT IS WHAT WE ARE LOOKING FOR WILL BE LOOKING AT OUR EFFORTS.
CAN WE, MEET THE NEEDS OF THE PRESENT WITHOUT COMPROMISING THE ABILITY OF FUTURE GENERATIONS.
HOW DO WE DO SUSTAINABILITY? LIKE I MENTIONED BEFORE, MOST PEOPLE ARE FOCUSED ON THE GREEN PART OF THE ENVIRONMENT.
WE ARE LOOKING AT 17 SUSTAINABLE GOALS.
DATA ARE SUPPORTED BY THE UNITED NATIONS.
MOST PEOPLE ARE FOCUSED, AND YOU HAVE HEARD OF FULL SECURITY, YOU'VE HEARD ABOUT OTHER OF THESE GOALS AND PERHAPS IN DIFFERENT WAYS.
BUT THESE ARE THE ONES WE ARE FOCUSED ON.
SO WHEN YOU ARE LOOKING AT YOUR EFFORTS, WE ARE LOOKING AT THE HOW TO.
[01:00:02]
WHAT IS IT THAT YOU HAVE THAT CAN PROVIDE YOU WITH A GOOD FOUNDATION FOR YOUR PROGRAM.SO THAT THAT JOURNEY CAN REALLY TAKE YOU INTO THE FUTURE.
BUT YOU ALSO NEED HOW DO YOU MEASURE THOSE GOALS? WE ARE LOOKING AT THE STARS REPORT TO ABLE TO MEASURE HOW WE AT DALLAS COLLEGE ARE ARRIVING AT SUSTAINABLE DEVELOPMENT GOALS.
SO AT THE STARS PROGRAMS ARE THINGS LIKE.
THE CAMPUS OF LIVING LABORATORIES.
WASTE MINIMIZATION, BUILDING ENERGY EFFICIENCY, AND FOOD AND BEVERAGE PURCHASING.
THOSE ARE SOME OF THE THINGS THAT GET MEASURED WITH AND THIS PARTICULAR REPORT.
IN ORDER FOR YOU TO TO TAKE YOUR METRICS AND TO TAKE YOUR OUTCOME THAT YOU ARE SEEING AND BY OUTCOME I AM LOOKING AT YOU ARE SEEING THE 70 DEVELOPMENT GOALS, HOW DO YOU GET THAT? YOU NEED TO CREATE YOUR OWN INTERNAL GOALS THAT ALIGN WITH YOUR STRATEGIC PRIORITY.
BUT THAT SHOW AN OUTCOME IN A METRICS SO YOU ARE ABLE TO PRESENT TO NOT JUST THE REGULATORY AGENCIES OR TO THE REPORTING AGENCIES, BUT YOU ARE ABLE TO TAKE BACK TO YOUR BOARD, AND WE ARE JUST AS FORTUNATE BECAUSE OUR BOARD HAS BEEN VERY ENGAGED AND VERY SUPPORTIVE OF US STARTING THE SOCIAL RESPONSIBILITY AND INCLUSION OFFICE HERE IN DALLAS COLLEGE.
SO HERE YOU HAVE SOME OF THE GOALS THAT WE HAVE ESTABLISHED BASED ON THE 17 SUSTAINABLE DEVELOPMENT GOALS.
AND SOME OF THE REGULATORY REPORTS THAT WE ARE LOOKING AT.
ONE IMPORTANT GOAL THAT I WANT TO MENTION HERE IS THAT COMMUNICATION NUMBER THREE.
WHEN YOU HAVE GOALS, AND YOU HAVE EFFORTS, AND YOU HAVE SUPPORT, PEOPLE ARE LOOKING TO HEAR ABOUT WHAT IS IT THAT YOU ARE DOING? WHO WAS INVOLVED? AND IF YOU DO NOT TAKE THAT STEP, IF YOU CANNOT MAKE CO WHAT YOU ARE DOING AND WILL CONTINUE TO SUPPORT WHAT YOU ARE DOING AND FIND WHAT YOU ARE DOING.
SO YOU CAN'T TAKE IT TO THE NEXT LEVEL.
SO, WHEN YOU ARE WORKING ON THE HOW TO ON YOUR INFRASTRUCTURE, MAKE SURE THAT COMMUNICATION IS PART OF YOUR PLAN.
I WOULD BE REMISS IF I DO NOT SHARE WITH YOU OF SOME OF THE SUSTAINABLE SOLUTIONS ARE AT THE COLLEGE.
WE HAVE IN A GAY SUSTAINABILITY DEPARTMENT AND ONE OF THE EFFORTS, ONE OF THE SOLUTIONS I WOULD LIKE TO SHARE THE FIRST ONE ON THE LEFT.
SO PEOPLE WERE TRYING TO UNDERSTAND WHAT IS SUSTAINABILITY.
HOW DO YOU, WHAT IS IT MEAN WITHIN THOSE THREE BUCKETS THAT YOU HAVE FOR THAT TO BECOME SUSTAINABLE SOLUTIONS? SO LET'S SAY FOR INSTANCE, THE DARK PASSES.
SOMETIMES, WHEN PEOPLE HEAR THAT STUDENTS ARE RECEIVING A DOG PASS AT NO COST TO THEM, PEOPLE MAY INTERPRET THAT AS BEING A HANDOUT.
I WANT TO STAKE IT A STEP FURTHER AND CALL IT A SOLUTION.
HOW DO WE SAY THAT IS THE SOLUTION? ON THE EQUITY PIECE, WE ARE TALKING ABOUT BEING ABLE TO PROVIDE THAT STUDENT WITH A SOLUTION THAT IS GOING TO BE ABLE TO KEEP THEM AND BRING THEM INTO OUR LOCATION TO RECEIVE EDUCATION.
FROM THE ENVIRONMENT PERSPECTIVE, THAT STUDENT, IF THEY ARE TAKEN THAT DARK PAST, THEY ARE NEW TO USING A CAR REDUCING POLLUTION THAT IS PUT IN THE ENVIRONMENT.
IN TERMS OF THE EC NOT HAVE THE EXPENSE OF THE CAR, AND THEY GAS, MAINTENANCE ET CETERA, THEN NOW THAT ECONOMY THAT THEY HAD TO BE MAINTAINING THAT CAR IS GOING INTO EDUCATION.
IT MAY BE GOING INTO HOUSING, IT MAY BE ALSO BE GOING INTO FOOD SUSTAINING US TO BE ABLE TO GO THROUGH THE DAY.
IN TERMS OF DE I, I WANT YOU TO GO BACK TO THINKING ABOUT THAT SLIDE, AND THINKING ABOUT SUSTAINABLE SOLUTIONS AS A THREE LEGGED STOOL.
SO, IF YOU DO NOT HAVE DEI, IF YOU DO NOT HAVE THOSE THREE THINGS, LET'S SAY YOU ARE THINKING ABOUT A THREE LEGGED STOOL.
IF YOU DO NOT HAVE ONE OF THOSE THREE THINGS, AND WE SEE THAT EQUITY IS ONE OF THEM.
NOW YOU HAVE A THREE LEGGED STOOL THAT IS GOING TO FLIP OVER BECAUSE YOU DON'T HAVE ENOUGH BALANCE.
[01:05:02]
PURPOSE.TWO OUR GOAL IS TO EMPOWER AND EDUCATE AND ENCOURAGE AND IT GOES BACK TO THAT INCLUSIVE ENVIRONMENT.
AND THAT ALL THAT WE DO TO GET THERE.
WE NEED TO PRESENT SOME DE THAT I DEFINITIONS.
I WANT TO SAY THAT THERE WAS AN EXCELLENT PICTORIAL ALL THE WAY TO JUSTICE.
I WANT TO SHARE THE PARTICULAR DEFINITIONS, WHEN WE THINK ABOUT DIVERSITY, AND WE HEAR ABOUT DIVERSITY.
WE ARE REALLY NOT FOCUSED ON ALL THAT DIVERSITY BRINGS TO TO THE TABLE.
YOU KNOW, WE ARE REALLY TOO FOCUSED ON RACE AND ETHNICITY.
AND WE ARE NOT BRINGING ALL OF THE OTHER DI REALLY, MAXIMIZING THE ADVANTAGES THAT THOSE PERSPECTIVES BRING TO THE WORKFORCE.
I WANTED YOU TO LOOK AT EQUITY, AGAIN SHE SHOWED A BIG GRAY PICTORIAL I WANT YOU TO THINK BACK ON THAT TUTORIAL.
GOING BACK TO CREATING THAT ENVIRONMENT.
WE DO HAVE A PICTORIAL ON THE NEXT LIGHT, THAT WE WANTED TO SHARE IN TERMS OF DIVERSITY.
WHAT DOES DIVERSITY LOOK LIKE? SO IF YOU LOOK AT THIS PARTICULAR PITCHER, OF THIS PARTICULAR TOOL, YOU WILL SEE THAT IT STARTS, YOU KNOW AT THE CENTER OF HER IT IS WHO YOU ARE? YOUR PERSONALITY.
THERE ARE THINGS IN DIFFERENT DIMENSIONS LIKE THE INTERNAL, YOU HAVE YOUR EXTERNAL, AND BUT FOR ALL OF US, WHEN YOU ARE AT WORK, THERE IS A PARTICULAR DIMENSION THAT WE REALLY NEED TO PAY ATTENTION TO.
WHEN WE TALK ABOUT DIVERSITY, EQUITY, AND INCLUSION IN THE WORKFORCE WE ARE FOCUSING ON PAY, THE ACTUAL WORK THAT YOU DO, BUT WE MISS SOME OF THIS IMPORTANT KEY ELEMENTS TO BE ABLE TO HELP YOU GET TO THE NEXT LEVEL WHATEVER THAT LEVEL MAY BE FOR YOU.
FOR US TO BE ABLE TO MEASURE SOME OF THE EFFORTS, WE USE THE DEI MATURITY INDEX.
IN THIS PARTICULAR CASE, YOU ARE SEEING SOME COMMUNICATION AT THE TOP ONCE AGAIN.
AT THE COMMUNICATION IS WHEN IT TALKS ABOUT COMMUNICATION IT COSTS ABOUT YOU ARE DEFINING YOUR TERMINOLOGY.
THAT YOU ARE INCORPORATING INTO THE MISSION AND STRATEGIC PRIORITIES.
THAT YOU ARE DEMONSTRATING THE VALUE OF DEN BY TOP LEADERS.
SO WE HAVE SAID SOME OF THESE THINGS FROM THE BEGINNING.
BUT HERE IT IS, A SPECIFIC LANGUAGE THAT DENOTES EXACTLY WHAT IT IS THAT YOU RESULT SHOULD LOOK LIKE.
ON THE ASSESSMENT PART, IT TALKS ABOUT THE REPRESENTATION OF PROTECTING GROUPS.
IN THIS CASE BY FACULTY AND STAFF, EQUITABLE PAY, COLLECTION OF DATA.
IN TERMS OF CULTURE, IT TALKS ABOUT EFFORTS TO WELCOME DIVERSITY ON CAMPUS, AND INSTITUTIONAL RESPONSE TO UNEXPECTED EVENTS AND FEEDBACK IN A FEW MORE THINGS.
YOU GET TO THE INVESTMENT INFRASTRUCTURE.
IT TALKS ABOUT THE DEDICATED STAFF, FOR D THAT ARE EITHER EYE.
IT TALKS ABOUT THE DEDICATED FINANCIAL RESOURCES.
EVEN THOUGH WE ARE TALKING ABOUT INVESTMENT IN INFRASTRUCTURE, IT TALKS ABOUT COMMUNICATIONAL PRIORITIES AND OUTCOMES ACROSS THE INSTITUTION.
AND FINALLY, IT TALKS ABOUT THE COMPENSATION RECRUITMENT AND RETENTION.
THE THE EQUITY PANS FOR FACULTY AND STAFF, RETENTION AND PROMOTION EFFORTS FOR DIVERSE TIRES, HIRING PROTOCOLS ANSWERS COMMITTEE PREPARATIONS.
FACU RECRUITMENT AND THE APPLICABLE POOL DATA.
ONCE AGAIN, HERE ARE SOME OF THE GOALS THAT STEM FROM OUR TOOLS IN THE PREVIOUS SLIDE.
IF YOU CAN SEE AGAIN ONCE AGAI COMMUNICATION HERE REPRESENTED ON GOAL FIVE.
YOU HAVE TO LOOK AT BOTH THE INTERNAL AND THE EXTERNAL RELATIONSHIPS AND HOW TO STRENGTHEN THEM.
OF COURSE, ALWAYS ALIGNING THEM TO YOUR STRATEGIC PRIORITIES.
OUR THIRD AREA IS SUPPLIER DIVERSITY.
THIS IS THE PART WHERE WE GET ABOUT ECONOMIC DEVELOPMENT.
IN THE PLACE OF SUPPLIER DIVERSITY PROGRAMS, WE PROVIDE DIVERSE SUPPLIERS EQUAL ACCESS TO BUSINESS OPPORTUNITIES AT DALLAS COLLEGE.
[01:10:06]
WITHIN THE PROGRAM, IT IS IMPORTANT TO NOTE THAT MANY PROGRAMS ARE FOCUSED ON TYPICALLY MINORITY BUSINESS ENTERPRISES, AND WOMEN OWNED BUSINESSES.AT DALLAS COLLEGE, A SUPPLIER GIVES A PROGRAM THAT ALSO NOW INCLUDES OTHER DIVERSE ENTERPRISES SUCH AS A VETERAN OWNED BUSINESSES, LGBT OWN SERVICES DISABLED OWN.
ONCE AGAIN, EVERYTHING THAT WE DO NEEDS TO HAVE THE GOAL.
ONCE AGAIN, GOING BACK TO THE STRATEGIC PRIORITIES.
GOING BACK TO THE BEGINNING OF OUR PRESENTATION, WE TALK ABOUT THE FACT THAT FOR US, SOCIAL RESPONSIBILITY AND INCLUSION, INCLUDES SUSTAINABILITY, DERI, AND SUPPLIER DIVERSITY.
IN THIS CASE, THIS ONE TOUCH IS MORE ON THE ECONOMY SIDE.
AND THE ECONOMIC DEVELOPMENTS OF OUR COMMUNITIES.
FOR THIS PARTICULAR PROGRAM, THE ADVANTAGE, THE MEASUREMENT GOALS TO THE CONNECTIONS THAT WE MAKE.
TO HOW BUYERS FROM PURCHASING FACILITIES, FOR SUPPLIERS WANT INTO THE BUSINESS BUT DALLAS COLLEGE.
THAT IS MENTORSHIP THAT WE PROVIDE TO SUPPLIERS THAT ARE LOOKING TO DO BUSINESS WITH DALLAS COLLEGE.
THEN FINALLY IN THIS PROGRAM AGAIN THE COMMUNICATION PIECE WHAT ARE SOME OF THE OUTREACH ACTIVITIES THAT YOU CAN HAVE TO BE ABLE TO COMMUNICATE A COMING BUSINESS OPPORTUNITY? SO ALL OF THESE THINGS CREATE A FRAMEWORK.
IT CREATES A FOUNDATION SO THAT WHEN YOU HAVE YOUR PROGRAM, TODAY, YOU'RE ABLE TO TAKE IT INTO THE FUTURE IN A VERY EFFECTIVE WAY.
>> THANK YOU SO MUCH MARISOL, I HAVE A FEW TAKEAWAYS, I AM A NUMBERS PERSON.
SO WHEN YOU STARTED OFF METRICS, EVERYTHING FOR ME AND MY ANTENNA JUST WENT OUT.
BECAUSE WE CAN'T TALK ABOUT CHANGE WHEN OUT TALKING ABOUT METRICS.
WE CAN'T HAVE THE ADDED GLOBAL SOLUTIONS THAT ARE BASED ON A FEEL-GOOD STORY.
BUT IF IT DOES NOT REALLY ADDRESS AN ISSUE, WE REALLY CAN'T MOVE FORWARD.
ONE OF THE THINGS THAT I OFTEN SAY IS, SOMETIMES WE DON'T EVEN LOOK AT THE CELL VARIABLES.
WE LOOK AT MEN, WE LOOK AT WOMEN, WE LOOK AT SUPPLIERS, BUT WE DON'T LOOK DOWN, ONE OF THE DIFFERENT VARIATIONS AS WE GO DOWN? BECAUSE IT MAY LOOK GREAT ON PAPER, AND THEN YOU SEE SUBSETS OF THAT LARGER CATEGORY, WHERE WE SAY, WHY ARE WE ONLY HAVE 5% HERE AND 75 EVERYWHERE ELSE? THAT MEANS THAT THERE IS A POTENTIAL ISSUE THAT HAS TO BE ADDRESSED.
SO METRICS HELP US TELL THE STORY.
METRICS HELP US FIND SOLUTIONS.
METRICS ALLOW US TO FOCUS ON REAL CHANGE.
AND WE CANNOT BE AFRAID OF THAT.
IT MAY HIGHLIGHT THE GAPS, IT MAY HIGHLIGHT THINGS THAT WE DON'T WANT TO ADMIT TO.
BUT METRICS HELP US GET TO A BETTER PLACE IF WE ARE HONEST ABOUT WHAT WE ARE LOOKING AT.
SO I AM SO GLAD THAT YOU BROUGHT THAT TOGETHER.
AND BROUGHT THAT TO THE TABLE.
ALL THREE PRESENTATIONS SO FAR, I NOTED A FEW TAKEAWAYS.
ONE IS THAT, WE HAVE TO INCLUDE COMMUNITY.
AND THERE NEEDS TO BE A SPECIAL EMPHASIS ON ENSURING THAT OUT LONGER GENERATIONS ARE PART OF THE CONVERSATION AND THAT THEY ARE AT THE TABLE AS WE ARE LOOKING AT SOLUTIONS WE ALSO NEED TO FOCUS ON JUSTICE.
WE ARE GOING TO FOCUS ON DIVERSITY EQUITY AND INCLUSION WE ALSO NEED TO FOCUS ON JUSTICE AND UNDERSTANDING THE HISTORY OF WHY AND HOW WE GOT THERE.
AS RICH A BROTHER SHARE WITH US, WE ALSO TALKED ABOUT PEI IS GREAT.
WE ALSO NEED TO TALK ABOUT ACCESS.
'S WE NEED TO LOOK AT DIFFERENT THINGS THAT ALSO IS JUST AS IMPORTANT AND FOCUSING ON THE TERMINOLOGY AND DIVERSITY EQUITY AND INCLUSION.
THERE HAS TO BE THIS MULTI SECTOR ROLE TUTORIAL APPROACH TO THIS.
THIS IS NOT JUST COMMUNITY, THIS IS NOT JUST GOVERNMENT, THIS IS NOT JUST HIGHER EDUCATION.
AS CORPORATE SECTOR'S WE ARE ALL PART OF THE CONVERSATION.
[01:15:01]
PLACE IN A ROLE IN ENSURING THAT THERE IS JUSTICE, EQUITY, DIVERSITY, AND INCLUSION NOT JUST IN EMPLOYMENT, BUT WITHIN THE COMMUNITY AND WITHIN THE THINGS THAT MAKE THE WORLD WORLD ACCESSIBLE TO ALL OF US.FINALLY, MARISOL, YOU TALKED ABOUT STUDENTS RECEIVING SUBSIDIES TO GET ON PUBLIC TRANSPORTATION.
I THINK THAT'S WHERE WE BEGIN TO SAY, YES THAT WAS A HAND OUT, SO PEOPLE SAY IMMEDIATELY AS THAT WAS A HANDOUT.
BUT TO BE LOOKED AT WITH THAT QUOTE UNQUOTE DID FOR THE GENERAL COMMUNITY? WILL BE LOOK AT ECONOMIC ISSUES, WE FOCUS ON DIVERSITY, EQUITY, AND INCLUSION IS WHAT WE ARE FOCUSED ON HIS ECONOMIC DEVELOPMENT.
ECONOMIC DEVELOPMENT IMPACTS ALL OF US.
SOME OF US WE NEED TO BE ABLE TO CONNECT THE DOTS WITH A LOT MORE ATTENTION.
IT WILL IMMEDIATELY IMPROVE THE QUALITY OF LIES.
BUT AT THE END OF THE DAY, DERI HAS AN IMPACT ON ALL OF US.
WE ARE BRINGING UP A FINAL SPEAKER OF THE AFTERNOON.
SHE IS THE DIRECTOR OF PUBLIC AFFAIRS AT PEPSICO.
BEFORE PUBLICLY POLICYMAKERS AND OPINION THESE IN SEVEN STATES.
REBECCA WAS SELECTED FOR A 2020-2021 MARSHALL MEMORIAL FELLOWSHIP.
AN INTERNATIONAL LEADERSHIP DEVELOPMENT PROGRAM FOR AMERICAN AND EUROPEAN PROFESSIONALS ENGAGED IN TRANSATLANTIC COOPERATION.
THEY HIGHLIGHTED HER IN DALLAS 500.
PROFILING THE MOST INFLUENTIAL LEADERS IN NORTH TEXAS.
IN 2020, REBECCA WAS RECOGNIZED BY THE DALLAS BUSINESS JOURNAL AS ONE OF THE 40 UNDER 40.
REBECCA IS ACTIVE IN CIVIC AFFAIRS AND VOLUNTEERS OF THE BOARD OF DIRECTORS FOR UNITED TEXAS.
THE CHANNEL CARE GROUP OF DALLAS AND THE WORKFORCE SOLUTIONS OF GREATER DALLAS.
WITHOUT FURTHER ADO, I WILL TURN OVER OUR TIME TO OUR FINAL PRESENTER TODAY REBECCA ACUNA.
>> THANK YOU FOR THAT GENEROUS INTRODUCTION.
I AM AN IMMIGRANT FROM MEXICO WHO CAME TO THE UNITED STATES AT AGE SIX AND GREW UP ON THE TEXAS MEXICO BORDER.
ALTHOUGH I DIDN'T MOVE TO DALLAS TEXAS UNTIL 2015, MY STORY OF SUCCESS STARTS RIGHT HERE AT DALLAS COLLEGE.
EARLY ON DALLAS COLLEGE PEOPLE RIGHT HERE IN DALLAS RECOGNIZE THAT WE HAD A SITUATION THAT WE WERE EXCLUDING THE IMMIGRANT STUDENTS WHO ATTENDED HIGH SCHOOLS FROM CONTINUING THAT EDUCATION COLLEGES.
SO, DALLAS COLLEGE SYSTEM CHANGED ITS OWN RULES TO ALLOW IMMIGRANT STUDENTS, WHO WERE LONG-TIME RESIDENTS OF THE STATE, TO ATTEND COLLEGE.
IT WAS SUCH A GOOD IDEA, THAT THE STATE LEGISLATURE COPIED THEIR IDEA AND PASSIVE.
STATE LAW THAT TO GET PAST WHEN I WAS JUST 17-YEARS-OLD, ALLOWING IMMIGRANT STUDENTS IN THE STATE OF TEXAS WHO WERE RAISED HERE AND GRADUATED HERE ATTEND PUBLIC UNIVERSITIES CHANGE MY LIFE.
IT WAS BECAUSE OF THAT LAW WAS ABLE TO CONTINUE MY EDUCATION AND INTEND TO GRADUATE FROM THE UNIVERSITY OF TEXAS.
BUT WITH EVEN ALMOST AS VALUABLE WAS THE LESSON THAT I LEARNED THAT A STATE LAW CAN CHANGE NOT JUST ONE PERSON'S LIFE, BUT GENERATIONS OF FAMILIES.
THAT'S WHY I GOT INVOLVED IN STATE AND GOVERNMENT.
THAT'S WHY I STARTED TO WORK IN THIS FIELD.
I SEEN THE IMPACT, AND AFTER WORKING IN THAT SECTOR, THAT'S WHY I CHOSE TO TRANSITION TO A COMPANY WHO I BELIEVE WAS MAKING A DIFFERENCE FOR THOUSANDS OF FAMILIES IN TERMS OF EMPLOYMENT IN THE COMMUNITY.
SO, LET'S GO TO THE NEXT LIGHT.
I WOULD DO A BRIEF OVERVIEW OF WHO WE ARE.
YOU MAY HAVE HEARD OF PEPSICO, THEY ARE ONE OF THE WORLD'S LARGE LEADING BEVERAGE COMPANIES.
PRODUCTS ARE ENJOYED BY MORE THAN 200 COMPANIES ACROSS THE WORLD.
[01:20:01]
YOU KNOW US AS A FOOD AND BEVERAGE COMMUNITY, BUT WE ALSO AN AGRICULTURAL COMPANY, A MANUFACTURING COMPANY, A TRANSPORTATION COMPANY AND A COMMUNITY PARTNER.WE PURCHASE AND SOURCE POTATOES, GRAINS, FRUITS, VEGETABLES, FOIL VEGETABLE OIL, AND MORE FROM GROWERS FROM ALL SIZES ACROSS COUNTRIES.
WE ALSO ARE A LEADER IN TRANSPORTATION AND LOGISTICS, ONLY WHEN THE LATE NATION'S LARGEST FLEETS IN THE COMPANIES AND A LARGE FLEET OF ELECTRIC VEHICLES.
IMPACTS WITH THIS, WE UNDERSTAND THAT WE HAVE IT BACK.
WE EMPLOY THOUSANDS OF GOOD PAYING JOBS WITH BENEFITS.
IN PARTICULAR TODAY, YOU CAN SEE OUR PEPSICO FOOTPRINT IN TEXAS.
SO WE EMPLOY MORE THAN 13,200 ASSOCIATES RIGHT HERE IN TEXAS.
IT IS IN DALLAS FOR THE 7200 ASSOCIATES.
AND A FULL QUARTER OF THE 7200 ASSOCIATES CALLED SOUTHERN DALLAS HOME.
SO, WHAT WE RECOGNIZE WE ARE A LARGE COMPANY? IF WE WANT TO CONTINUE AT THE SCALE, WE KNOW WE HAVE TO ATTRACT THE BEST TALENT.
WE HAVE TO BE A GOOD PLACE PEOPLE LOVE TO WORK AT.
WITH CONTINUOUS AND INVESTMENT IN EMPLOYEES, AND COMMUNITIES IN WHICH WE LIVE AND WORK.
RECOGNIZING THAT WE NEED TO BE PUT EVEN MORE SERVICE TO THE COMMUNITY THAT WE LIVE AND WORK, WE LAUNCH A SOUTHERN DALLAS DRIVES IN 2018.
BECAUSE WE SAW THAT 25% OF OUR ASSOCIATES WAS ABOUT INVESTING IN A HOME BASE.
LOOKING OUT NOT JUST FOR COMMUNITY BUT OURSELVES AS A BUSINESS.
TO TAKE AIM AT FOUR KEY ISSUES.
ACCESS TO NUTRITIOUS FOOD, EDUCATION AND CHILDCARE.
SINCE THIS WAS FIRST ANNOUNCED IN 2018 WE PROBABLY GAIN SOME MOMENTUM.
WE HAVE PARTNERED WITH DIFFERENT COMMUNITY GROUPS, WE COMMITTED MORE THAN 1.62 MILLION WORKFORCE DEVELOPMENT AND CHILDCARE OPPORTUNITIES INITIATIVES.
WE HAVE DELIVERED MORE THAN 1 MILLION MEALS THROUGH OUR FOOD PROGRAM, WE ARE PROUD TO BE A KEY TECH PARTNER FOR SOUTH ACADEMY.
WHERE WE PROVIDE INTERNSHIPS FOR STUDENTS, SUPPORTED THE CR AND PROVIDED HUNDREDS OF THOUSANDS FOR COVERT 19 SUPPORT FOR NONPROFITS AND AGENCIES MAKING AN IMPACT IN SOUTHERN DALLAS.
ASIDE FROM OUR ONGOING COMMITMENT AND COMMITMENT TO INITIATIVES.
IN THE SOUTHERN SECTOR, WE ALSO LAUNCHED AFTER THE MURDER OF GEORGE FORD RACIAL EQUALITY.
SO, OUR JOURNEY TO RACIAL EQUALITY, I CAN SUM IT UP IN IT IMPACT PEOPLE, BUSINESS, AND COMMUNITY SPIRIT WE EXAMINE OUR OWN NUMBERS, AND WE HAVE A GREAT STORY TO TELL AS ONE OF THE LARGEST COMPANIES IN THE WORLD.
WE NOTE THAT WE CAN'T ALWAYS BE BETTER.
WE MADE A COMMITMENT TO FIRST TO PEOPLE.
WHICH WAS TO INCREASE BLACK AND HISPANIC MANAGERIAL REPRESENTATION.
TO ELEVATE MORE BLACK AND HISPANIC ASSOCIATES TO EXECUTIVE RANKS.
AND TO EXPAND RECRUITMENT EFFORTS OF HIS PLAN HISTORICALLY BLACK AND HISPANIC UNIVERSITIES AND BUSINESS.
TWO I TALKED ABOUT WHAT A LARGE COMPANY WE ARE, WITH THAT WE CAN MAKE A DIFFERENCE WITH OTHER SUPPLIERS.
SO, WE HAVE MADE AN EFFORT, AND WE'LL PUT OUR MONEY WHERE OUR MOUTH IS TO INVEST IN BLACK AND HISPANIC BUSINESSES.
TO INCREASE OUR SPENDING, WITH BLACK AND HISPANIC SUPPLIERS.
TO BUILD A DIVERSE SUPPLIER CAPABILITY IN A AGRICULTURAL, AND SUSTAINABLE PRACTICE.
FOR COMMITTEES I WILL GET INTO THIS IN MORE DETAIL.
WE ESTABLISH ALSO PROVIDED IMPACT GRANTS TO AGGRESSIVE SYSTEMIC ISSUES.
WE HAVE INVESTED TO LAUNCH A COMMUNITY LEADER FELLOWSHIP PROGRAM.
ASIDE FROM OUR JOURNEY TO RACIAL EQUALITY.
WE ALSO LAUNCHED JUST AS MUCH, I WHAT WOMEN'S WORKFORCE INITIATIVE.
OUR WORKFORCE READINESS INITIATIVE IS A PROGRAM THAT SEEKS TO PROVIDE 550 WOMEN IN SOUTHERN DALLAS WITH THE NECESSARY SOCIAL SUPPORT AND TECHNICAL SOPS SKILLS NEEDED TO SECURE EMPLOYMENT.
ADVANCED MANUFACTURING LOGISTICS, SALES AND MANUFACTURING, FOOD AND HOSPITALITY MANAGEMENT AND OTHERS.
[01:25:01]
WE PARTNERED WITH DALLAS COLLEGE AND CITY SQUARE ON THIS PROGRAM.ULTIMATELY, WOMEN CAN EARN A CERTIFICATE THROUGH A GRANT, WITH DALLAS COLLEGE.
THAT TAKES ANYWHERE FROM 3-TO ONE YEAR.
-- FROM THREE MONTHS-TO ONE YEAR.
WE KNOW THERE ARE OTHER OBSTACLES.
THAT'S WHERE A PARTNERSHIP CITY SQUARE COMES IN.
THE WOMEN IN OUR PROGRAM WILL RECEIVE SOCIAL SUPPORT, SO ACCESS TO THINGS LIKE HOUSING, TRANSPORTATION, CHILDCARE, AS WELL AS FOOD AND NUTRITION SUPPORT.
SOFT SKILLS TRAINING, THESE ARE LIFE SKILLS TRAININGS THAT WILL TAKE PLACE AT CITY SQUARE.
THEY INCLUDE FINANCIAL COACHING, NETWORKING, RESUME DEVELOPMENT, INTERVIEW PREPARATION AND RECOMMENDATIONS FOR WORK ENVIRONMENT.
TECHNICAL SKILLS TRAINING, THESE ARE INCLUDING TRACKS FROM DALLAS COLLEGE AT CITY SQUARE AND NEARBY DALLAS COLLEGE CAMPUSES THAT WILL READ TO REAL CAREER PATHS.
AGAIN IN SE DEMAND, THOSE I'VE MADE A FACTORY, LOGISTICS, FOOD HOSPITALITY MANAGEMENT ANALYST.
RECENTLY, WE ANNOUNCED A NATIONAL INITIATIVE.
IT IS ON CHANGING LIVES THROUGH INVESTMENTS IN COMMUNITY COLLEGES.
THE PEPSICO FOUNDATION ACROSS THE COUNTRY IS INVESTING $40 MILLION IN SCHOLARSHIPS FOR BLACK AND HISPANIC STUDENTS FOCUSED ON COMMUNITY COLLEGES TO HELP THEM GET HIGH PAYING JOBS IN A VARIETY OF INDUSTRIES.
THOSE INDUSTRIES ARE INCLUDED RIGHT HERE IN DALLAS.
OVER FIVE YEARS WE BELIEVE THIS PROGRAM SEEKS TO PROVIDE 4000 STUDENTS ACROSS THE COUNTRY TO HELP THEM GAIN SKILLS FOR JOBS IN FIELDS LIKE CYBERSECURITY, IT, ENGINEERING, MANU MANAGEMENT, AND BASED ON THEIR CRITICAL'S.
WE BELIEVE THAT THIS WILL HELP STUDENTS FOR SUCCESS IN THE JOB MARKET, AND SO THE SCHOLARSHIP PROGRAM WILL ALSO SUPPORT SCHOLARSHIPS FOR STUDENTS SEEKING TWO-YEAR ASSOCIATES OR TRADE CERTIFICATES, AND WILL ALSO PROVIDE FUNDING FOR COMMUNITY COLLEGE GRADUATES TRANSITIONING TO FOUR-YEAR COLLEGES.
WE KNOW HOW MUCH A COLLEGE EDUCATION MEETS FOR AN ENTIRE GENERATION.
MY OWN STORY, IT IS BOTH MY PARENTS WORKED IN RESTAURANTS.
MY MOM ONLY RECENTLY RETIRED IN 2018.
WHERE SHE RETIRED FROM BEING A CASHIER AT HOME DEPOT.
THANKS TO OUR COLLEGE EDUCATION THAT WAS MADE ACCESSIBLE BY ADVOCATES, OUR STORY IS COMPLETELY DIFFERENT.
I AM NOW HERE IS WORKING FOR MICROSOFT, WHICH WAS UNIMAGINABLE FOR BOTH OF US JUST A FEW YEARS AGO.
SO, THROUGH THE SCHOLARSHIPS WE WANT TO REPLICATE THESE TYPES OF STORIES.
SPECIFICALLY, THIS IS A NATIONAL INVESTMENT, BUT WE JUST RECENTLY PRESENTED A 600,000-DOLLAR GRANT TO THE DALLAS COLLEGE FOUNDATION, TO PROVIDE THESE OPPORTUNITIES FOR STUDENTS RIGHT HERE IN NORTHERN TEXAS.
AGAIN I WILL GET INTO A LOOP IN MORE DETAIL ABOUT THE TWO TYPES SCHOLARSHIPS.
NOW THE FIRST SCHOLARSHIP IS CALLED THE PEPSICO UPLIFT SCHOLARSHIP.
FOR THE NORTH TEXAS AREA DALLAS COLLEGE STUDENTS, WE AWARDED CLOSE TO 90 SCHOLARSHIPS TO FUND BECAUSE OF ATTENDANCE, TUITION, BOOKS, TRANSPORTATION AND FOOD.
WE KNOW IT IS MORE TUITION AND FEES, THEY PROVIDE TRANSPORTATION AND FOOD AND SOFT SKILLS DEVELOPMENT.
EXPOSURE TO PEPSICO CAREERS, AND MENTORSHIP OPPORTUNITIES, WITH PEPSICO EXECUTIVES.
AND AGAIN, TO INCREASE THE BARRIERS TO INCREASE THE OPPORTUNITIES TO AMPLIFY AND INCREASE THEIR EARNING POTENTIAL FOR THESE SCHOLARS, AND, NO YOU DON'T HAVE TO WORK FOR US, BUT WE HOPE THAT YOU DO.
WE WANT TO GROW THE COMMUNITY IN WHICH WE LIVE OR WORK.
WE ARE PROUD TO SPONSOR THE SCHOLARSHIPS.
ADDITIONALLY, WE ALSO HAVE OUR SMILE SCHOLARSHIP PROGRAM.
THIS SCHOLARSHIP IS A LITTLE BIT DIFFERENT, THIS ONE IS WE RECENTLY AWARDED
[01:30:06]
TE SCHOLARSHIPS.FOR STUDENTS AT DALLAS COLLEGE THAT ARE TRANSITIONING FROM COMMUNITY COLLEGE TO A FOUR-YEAR UNIVERSITY DEGREE.
THIS COVERS TUITION, ROOM BOAR TRANSPORTATION.
STUDENTS ARE ELIGIBLE TO GET THIS UP TO TWO YEARS.
AGAIN, WE WILL SELECT A COVERT OF TEN EVERY YEAR.
I WOULD LOVE TO SHARE THE VIDEO OF THE STUDENTS WHEN THEY FOUND OUT THEY GOT THIS OPPORTUNITY TO CONTINUE THEIR EDUCATION.
HOPEFULLY HAVE LESS PRESSURE AND THEY CAN FOCUS ON SCHOOL AND THEIR FUTURE INSTEAD OF DEBT.
IN ADDITION TO FUNDS THEY WILL EXECUTIVE SPEAKER SERIES AND MENTORSHIP OPPORTUNITIES, EXPOSURE TO PEPSICO CAREERS, LEADERSHIP DEVELOPMENT.
LIKE MARCEL SAID EARLIER, THIS IS NOT, I WANT TO REPEAT THIS IS NOT CHARITABLE INITIATIVES.
WE ARE DOING THIS BECAUSE IT IS GOOD FOR THIS COMMUNITY, IT IS G COMMUNITY, AND IT IS ALSO GOOD FOR BUSINESS.
WE WANT TO CONTINUE TO LEAD, WE WANT TO CONTINUE TO BE A GLOBAL LEADER IN THE FOOD AND BEVERAGE INDUSTRY, AND WE CANNOT DO THAT WITHOUT ATTRACTING THE BEST AND BRIGHTEST TALENT.
AND CONTINUING TO ENRICH OUR COMMUNITIES.
THAT IS WHY TODAY, I AM SO PROUD OF OUR PEPSICO'S EFFORTS TO CONTINUE TO GIVE BACK TO THE COMMUNITY IN WHICH WE LIVE AND WORK.
SO I WILL ADD TO MY LIST JUST FROM YOUR PRESENTATION, BECAUSE WHAT I HEARD FROM WHAT PE THAT THEY INTENTION IS VERY METHODICAL.
THERE IS DIRECT INTERVENTION NOT JUST TO ADDRESS DDI.
THERE IS --'S NOT CHOOSE TO ADDRESS DEI, BUT WHAT IS IN THE COMMUNITY.
SO GOING BACK TO MARISELA UNDERSTAND THE DATA TO UNDERSTAND WHERE EMPLOYEES LIVE.
THE INVESTMENT NOT ONLY ISN'T COMMUNITY, BUT VERY SPEC INTENTIONAL INVESTMENT IN COMMUNITY WHICH ARE ALWAYS THERE.
ONE OF THE THINGS, AND EVERYONE THAT WAS A PRESENTER CAN COME OFF OF TURN YOUR VIDEOS ON.
I THINK THIS IS REALLY ABOUT IDENTIFYING A CHALLENGE, IDENTIFYING THE NEED, AND THEN FILLING IN THE GAP IN CREATING THE OPPORTUNITY.
MAKING SURE THE COMMUNITY THE OPPORTUNITY IS A SOLUTION OF LONG-TERM SOLUTION AND NOT JUST A BAND-AID.
WE SOMETIMES DO EEI HAS BECOME.
IT IS BECOME A BAND-AID SOLUTION AND THE SOLUTION FOR IMPACTFUL CHANGE.
I HAVE QUITE A FEW QUESTIONS THAT I KNOW WERE LIMITED ON TIME.
I WANT TO GO IN A ROUND ROBIN ASK QUESTIONS.
WE BRING IN TYPICALLY WITH DEI, WE BRING IN LEADERS OR CONSULTANTS FROM THE OUTSIDE THAT DON'T HAVE CONNECTIONS TO COMMUNITY.
BUT WHAT WE DO KNOW FOR SURE IS THAT PROBABLY THE BRIGHT SPOTS WITHIN THE CONSULTANCY, THAT A PRODUCT COMMUNITY TO HELP US UNDERSTAND CHANGE, CAN WE REALLY IMPACT CHANGE WITH INJUSTICE WITHOUT KNOWING DENNIS HAPPENED IN THE COMMUNITY? CAN WE BRING IN PEOPLE FROM THE OUTSIDE? IF WE DO WHAT KIND OF COMMITMENT TO THE NEED TO HAVE THOMAS?
I KNOW A LOT OF ORGANIZATIONS ONE SIDE I THINK IT'S AWESOME THAT INDIVIDUALS OR GROUPS OF SAYING WE DON'T HAVE THE TALENT AND SKILL SETS OF RESOURCES AMONGST OURSELVES AS WE ARE RIGHT NOW.
WE NEED TO HAVE SOME ADDITIONS TO OUR TEAM TO GET THE WORK DONE AND TO BE EFFECTIVE.
I THINK IT IS A GREAT ACKNOWLEDGMENT TO NOT JUST OUTSOURCE IT, TO NOT JUST LIKE SOURCE IN A MONTH SELF THAT TALENT POOL OR THE ABILITY TO DO THE WORK DOES NOT EXIST.
ON THE OTHER HAND, I DO THINK IT IS IMPORTANT TO HAVE A CRITERIA THAT TELLS YOU THAT YOU UTILIZE BEFORE YOU EVEN BEGIN.
I THINK HAVING THESE CONVERSATIONS ONCE ALREADY CONTRACTED SOMEONE, OR ONCE YOU ARE WELL INTO THE EVALUATE, I THINK IT IS BEFORE YOU DO THAT AND SAYING, A FEW THINGS TO CONSIDER OTHER PROXIMAL CRACKS TO THE PEOPLE THAT WE WANT TO REACH? WHAT KIND OF WORK HAVE THEY DONE WITH ORGANIZATION SIMILAR
[01:35:04]
TO OURS? HAVE THEY ONLY WORK WITH CORPORATIONS AND I WE ARE NOT PRESENT? OR VICE VERSA RIGHT? HAVE THEY BEEN TAKING A LOOK AT SOME OF THOSE THINGS.I WOULD ALSO ENCOURAGE SOME KIND OF IMPLEMENTATION OF AN ADVISORY COMMITTEE.
TWO THAT IS SOLELY COMMUNITY LEADERS AND MEMBERS WHO ARE NOT ON YOUR BOARD OR YOUR STAFF.
THEY HAD PURPOSE IS TO BE HONEST AND GIVE YOU THE TRUTH.
I THINK PARTICULARLY WITH LARGE OR INTERNAL DIALOGUE HAPPENING.
ESPECIALLY DEPARTMENTS THAT HAVE A HUNDRED PLUS PEOPLE.
WE USE SO MUCH INTERNAL LANGUAGE, WE TALK AMONGST OURSELVES, AND THESE CULTURAL NORMS HAVE PERMEATED SO MUCH THAT WE DO NOT EVEN KNOW HOW TO DISMANTLE OR IDENTIFY WHEN SOMETHING HAS GONE FROM INTERPERSONAL TO SYSTEMIC.
SO, MY RECOMMENDATION IS TO ALWAYS HAVE PEOPLE NOT INTERESTED IN NEAR CULTURE, WHO CAN LIVE OUTSIDE AND INSIDE AND ASKED WHY DO YOU DO THAT? TELL ME AGAIN AND YOU DON'T EVEN QUESTION THE SAME WAY.
I JUST DON'T KNOW HOW THIS WORK CAN BE EFFECTIVELY DONE WITHOUT HAVING CLOSE PROXIMITY TO COMMUNITY AND PEOPLE OUTSIDE OF YOUR ORGANIZATION IS TO SPEAK OBJECTIVELY.
TO YOUR POINT EARLIER I DON'T THINK THIS WORK CAN BE DONE WITHOUT HISTORY.
WITHOUT THE ACKNOWLEDGMENT WITHOUT IS HAPPENING WITH OUTSIDE THE OPERATION.
THEY ARE AFFECTED OUTPUTS HAPPENING AT THE STATE LEGISLATION, AND RESPECTIVE COMMITTEES.
SO WE HAVE TO BE KNOWLEDGEABLE OF WHAT'S TAKING PLACE RIGHT NOW.
ALSO, WHAT HAS BEEN DONE AND WHAT HAS BEEN OUR ACTION TOWARDS THAT? MY FRIEND ALWAYS SAYS WE ONLY HISTORY EVEN FOR ORGANIZATIONS PRIOR TO OUR ARRIVAL.
WE HAVE RESPONSIBILITY FOR KNOWING AND BEING ACCOUNTABLE FOR THAT.
EVEN IF WE WEREN'T THERE DOING IT.
SO WE HAVE TO KNOW NOT ONLY WHAT HAPPENED OVERALL IN THE COMMUNITY, BUT WHAT DID THEY DO WHEN IT HAPPENED? WILL WE COMPLICIT? WILL WE TRUTH TELLERS AND TAKING OWNERSHIP OF THOSE THINGS THAT WERE TO PROVIDE AN OPPORTUNITY TO MOVE FORWARD.
SO WE ARE GOING TO START DOING THAT.
AT GIRL SCOUTS WHAT IS THE HISTORY WHAT IS THE ROLE OF THE BROAD HISTORY THAT IS HAPPENING? SO WE ARE GOING TO START DURING NETWORK AT GIRL SCOUTS.
WHAT IS OUR HISTORY AND WHAT WAS I WROTE THE BROAD HISTORY THE OTHER THINGS THAT WERE HAPPENING.
>> WHERE WE COME FROM AND WHERE WE ARE RIGHT NOW, I ALMOST SAY WHERE OUR LEGACY.
WE LOOK AT DEI WE LOOK AT THIS AS A LEGACY SEASON.
WHAT DO WE NEED TO IMPACT RIGHT NOW, WE NEED TO BE WORKING WITH ATTENTION TO WHAT THIS NEEDS TO LOOK LIKE WHEN WE ARE NO LONGER HERE.
IF WE ARE NOT LOOKING AT THE LENS OF WHAT DOES THIS NEED TO LOOK LIKE AND WHAT DOES THE NEED TO LOOK LIKE, EVEN IF I AM NOT PHYSICALLY HERE ANY LONGER, FOR THIS TO BE REALIZED? THAT IS THE INTENTION THAT HAS TO BE PUT IN THE WORK AS WELL.
SOMETIMES WE FOCUS ON JUST THE RIGHT NOW IN THE PAST WE FORGET TO LOOK TO THE FUTURE.
WITH THAT BEING SAID I WOULD TRANSITION TO RICHIE.
LAST WEEK ... LAUREN CARTER HIGHLIGHTED THE IMPORTANCE OF COMMUNITY.
THAT IS SOMETHING THAT WE'VE HEARD TO ALL FOR YOUR PRESENTATIONS TODAY.
WHAT DO WE SAY, WE LOOK AT THE WORK THAT YOU'VE DONE.
WITH THAT TOGETHER WE CONSTRUCT.
WHAT DO WE STAND TO LOSE IF WE DO NOT INCLUDE COMMUNITY IN THE WORK? AND WE ARE NOT WORKING TO BRING PEOPLE TOGETHER? NOT JUST THE PEOPLE WHO MAY BE IMPACT, BUT EVERYONE TO THE TABLE? WHAT DO WE STAND TO LOSE AS WE ARE TRYING TO BUILD THIS MORE ROBUST COMMUNITY WITH INTENTION OF ROUND DEI?
>> I LIKEN IT TO A SPORTS ANALOGY IS A FORMER ATHLETE.
IF YOU HAVE A YOU KNOW OF FOOTBALL TEAM, EVERYONE ON THE TEAM HAS A DIFFERENT ROLE TO PLAY.
I THINK, IF WE LEAVE OUT CERTAIN SEGMENTS OR POCKETS OUT OF THE EQUATION, THEN WE ARE NEVER GOING TO FULLY REACH THE GOAL THAT WE ALSO DESIRE.
SO I THINK IT IS CRITICAL TO UNDERSTAND WHAT IS MY ROLE IN THIS WHOLE ENDEAVOR? WHAT IS IT WHEN WE THINK ABOUT, FOR EXAMPLE WE WANT TO SOLVE THE ISSUE OF POLICING.
WE CANNOT DO IT ABSENT OF LAW ENFORCEMENT.
AS ANGRY AS WE MIGHT BE WITH LAW ENFORCEMENT, THE WHOLE CONVERSATION AS TO BE ENGAGED THEM IN THIS PROCESS ALONG WITH POLICYMAKERS AND ALONG WITH COMMUNITY ET CETERA.
SO, TO NEGLECT TO GAUGE ALL SICKNESS OF THE POPULATION MEANS THAT, AT THE END OF THE DAY AS A TEAM, WE WILL NOT WIN.
[01:40:02]
WE WILL CONTINUE TO FALL SHORT OF THE GOAL.>> I ABSOLUTELY AGREE RICHIE, THANK YOU I WANT TO UTILIZE TO THE EXAMPLE THAT YOU JUST USED AND THEN SEGUE TO MARISOL.
IN A ENFORCEMENT, AS ICE SAY IT RELATES TO DEI, DO WE EVEN KNOW WHAT SOME OF THE CHALLENGES ARE? THERE ARE SOME LOW HANGING FRUIT THAT WE HAVE NOT AS A FORMER CITY MANAGER DO NOT ADDRESS.
WE THE THINGS THAT WE STARTED TO SEE OVER THE PAST 20 YEARS IS THAT THERE IS AN INTENTIONAL REQUEST OR REQUIREMENT FOR HIGHER EDUCATION FOR CREDITS OR AN ACTUAL DEGREE.
WHETHER IT BE A TWO YEAR, AND WE SEE LOCAL LAW ENFORCEMENT THAT ARE ASKING FOR YOUR DEGREES.
WE ALSO NOTE THAT THERE IS A BAKERY TO HIGHER EDUCATION IN THIS COUNTRY.
SO, IF THERE IS A BARRIER TO HIGHER EDUCATION, IT DOES MEAN IN SOME ECONOMICALLY DISENFRANCHISED COMMUNITY, WE MAY NOT, PEOPLE MAY BE OTHERWISE QUALIFIED TO APPLY FOR THE JOB.
BUT THEY CANNOT, GET THE DEGREE OR THE CREDITS THAT THEY NEED.
SO MARISOL, I WANT TO TRY EXIST AND WITH THAT MIND.
HOW DO COMPANIES? HIGHER EDUCATION NONPROFITS, HOW DOES SOMEONE BEGIN LOOKING AT DATA? DATA WITHIN THAT ORGANIZATION AND AROUND THE COMMUNITY? HOW DO WE USE METRICS TO MOVE IN ADVANCE FOR IT WHEN IT COMES TO DEI AND JUSTICE AS WELL?
>> SURE THANKS FOR THE QUESTION, SO YOU KNOW WE ARE VERY PRO BEING REACTIVE IN THE WORKPLACE RIGHT? SO WHEN I SHARE THE METRICS, WHEN I SHARE THE HOW-TO'S AND WHEN I SHARE SOME OF THIS INFRASTRUCTURE, I SHARE THAT WITH THE HOPE THAT AS PEOPLE ARE LOOKING THROUGH THE PRESENTATIONS, THAT THEY ARE TAKING IN MIND THAT YOU HAVE TO HAVE A PLAN, YOU HAVE TO HAVE A GOAL AND AN OUTCOME IN MIND, BEFORE YOU CAN SET FORTH IN ANY EFFORT THAT IS GOING TO COST YOU YOUR ORGANIZATION YO WORK OR WHATEVER THAT MAY BE PROFIT OR NONPROFIT DOLLARS.
YOU NEED TO BE MINDFUL OF WHO YOUR CLIENT IS YOU KNOW YOU TALKED ABOUT EDUCATION, IS YOUR CLIENT TO STUDENT? IS YOURS CLIENT TO COMMUNITY? IS YOUR CLIENT YOUR OWN EMPLOYEE? WHAT DO YOU HAVE TO OFFER EACH? NOW WE GET INTO THE DEMOGRAPHICS AS WELL.
HOW DO YOU REACH IT? BECAUSE IN COMMUNICATION AND I GO BACK TO THAT SEAWARD THAT I SAID EVERYTHING ROLLS AROUND.
THE COMMUNICATION MIGHT BE SLIGHTLY DIFFERENT YES, IT WILL HAVE THE SAME CONTEXT, BUT IT NEEDS TO HAVE THE CONTINUITY OF WHAT IT IS THAT YOU ARE OFFERING SO IT DOESN'T MATTER WHERE IN YOUR WORKPLACE SOMEONE GOES, THEY ARE GOING TO HAVE THE SAME FEEL THE SAME COMFORT, THE SAME AND BELONGING ASPECT OF BEING PART OF THAT ORGANIZATION.
AGAIN PROFIT NONPROFIT EDUCATION SYSTEM.
IN TERMS OF THE POLICE AND YOU MENTION THE POLICE, I KNOW THAT A BIG EFFORT IN THE POLICE HAS GONE TO THE EDUCATION IN TERMS OF CONFLICT RESOLUTION.
WELL THAT IS G RESOLUTION IS AGAIN PART OF THE SOLUTION OF SUE HOW TO MANAGE AND DIFFUSE A SITUATION.
BUT IT DOES NOT, IT DOES NOT GIVE YOU THE INFORMATION THAT YOU NEED.
SO HOW DO YOU USE THAT CONFLICT RESOLUTION STRUCTURE WITH A SPECIFIC GROUP IN YOUR COMMUNITY HOW DO YOU HAVE THAT COMMUNICATION? HOW DO YOU GET THINGS TO GET ESCALATING IN A WAY THAT IS GO TRYING TO REACH? SO AGAIN WE GO TO THE KNOWLEDGE OF DEMOGRAPHICS AND THE KNOWLEDGE OF THE COMMUNITY, THE KNOWLEDGE OF WHAT WAS YOUR CLIENT? AND HOW DO YOU COMMUNICATE WITH A CLIENT? THE TRAINING IN THE EDUCATION IS A HUGE PART, BUT IT HAS TO ENCOMPASS MORE THAN ONE PIECE IT HAS TO BE A COMBINATION THAT IS GOING TO GET TO THE ROOT CAUSE AS OPPOSED TO TOUCHING ONE OF THE AREAS ON THE SURFACE.
>> THAT WAS PERFECT, ANOTHER TERM THAT I AM KNOWN FOR USING SOME PEOPLE MIGHT SAY OVERUSED, BUT ROOT CAUSE IS IMPORTANT TO UNDERSTAND WHEN YOU ARE IDENTIFYING SOLUTIONS IN RECOGNIZING ANY CHALLENGES IN TRYING TO FILL THOSE GAPS AND
[01:45:02]
OPPORTUNITIES.SO, REBECCA IF I CAN TRANSITION TO YOU, WHAT WOULD YOU SAY TO SMALL ORGANIZATIONS SMALL COMPANIES OWED JUST COMPANIES IT SUPPORTED COMMUNITIES.
'S W RECOMMENDATIONS TO GET STARTED AND FOCUSING ON HOW TO INCORPORATE DEI INTO THEIR PROFESSIONAL ENVIRONMENTS.
SO THAT IT IS NOT AN INITIATIVE COMING FROM THE DEI TEAM.
IT IS EMBEDDED IN THE CULTURE? NOT JUST A CORPORATE CULTURE BUT IN ANY ORGANIZATION'S CULTURE? WHAT ARE SOME THINGS THEY ARE NOT DOING IF THEY HAVE NOT RECOGNIZE IT? HOW CAN THEY GET STARTED FROM YOUR LENS?
>> WELL TO ANSWER THAT QUESTION, I WILL LIKE TO FIRST PIGGYBACK ON WHAT MARISOL JUST SAID.
PEOPLE NEED TO SHIFT THIS FROM THINKING OF A SIDE PROJECT TO SOMETHING THAT NEEDS TO AS A COMPANY.
BECAUSE IT IS BENEFICIAL TO THE CONTINUED SUCCESS OF YOUR COMPANY AND OF YOUR BUSINESS.
SO FOR US, THE REASON WHY WE STARTED FOCUSING ON CHILDCARE TECHNICAL TRAINING, IS BECAUSE WE WERE LOOKING AT LONGER TERM, WE WERE THINKING WELL, AS WE START TO MOVE AS TECHNOLOGIES MORE APPROPRIATE LINK.
WE ARE GOING TO NEED MORE WORKERS.
WE ARE GOING TO NEED MORE PEOPLE TO WORK FOR US.
PEOPLE WHO HAVE SORT OF TECHNICAL DEGREES.
WE ARE ALSO LOOKING AT NUMBERS AND NOTICING THAT IN OUR FACTORIES, AND MANUFACTURING SITES, WE DID NOT HAVE WE COULD DO BETTER WITH WOMEN.
SO WE STARTED THINKING WHAT ARE OTHER OBSTACLES TO BRINGING MORE WOMEN INTO THE WORKFORCE? THAT'S WHEN WE REALIZE CHILDCARE IS A BIG PROBLEM, THAT'S WHEN WE STARTED FOCUSING ON CHILDCARE.
AND THEN WE STARTED THINKING WELL, IF WE ARE GOING TO THINK MORE LONG-TERM, WE'VE GOT TO CREATE A PIPELINE AND THAT'S WHEN WE STARTED A PTECH PARTNERSHIP AND STARTED AT THE HIGH SCHOOL LEVEL MOVING ONTO THE COLLEGE LEVEL, SO WHY DO WE DO THAT, BECAUSE IT IS GOOD FOR US.
IT IS GOOD FOR PEOPLE AND GOOD FOR US.
SO I WOULD SAY TO A COMPANY THINKING ABOUT IT, WHAT DOES YOUR COMPANY LOOK LIKE? IS IT REFLECTIVE OF THE COMMUNITY THAT YOU ARE SERVING? IF IT IS NOT, THAT'S WHAT YOU CAN START TO DO SOME, WHEN YOU CAN START STEP ONE.
WHAT DOES A COMMUNITY SERVE LOOK LIKE? AND WHAT DO OUR PROGRAMS LOOK LI IMPROVE OUR COMMUNITY.
WHAT IS SOMETHING THAT WOULD MAKE BY BETTER FOR OUR EMPLOYEES IN THE COMMUNITIES THAT THEY'RE FROM? PERHAPS YOU CAN START TO ENGAGE YOUR CURRENT BASE AND SAY HEY, ORGANIZATIONS TO YOU IN YOUR COMMUNITY THAT YOU ALREADY PARTICIPATE IN? THEN YOU CAN START WITH THOSE.
>> AWESOME, AWESOME SO OUR TIME, THIS TWO HOURS GOES BY SO QUICKLY EVERY SINGLE TIME.
SO I WILL TURN IT OVER TO YOU.
BECAUSE I COULD CONTINUE TO ASK QUESTIONS.
BUT I WANT TO MAKE SURE THAT YOU ALL HAVE THE LAST WORD.
AND YOU ARE ABLE TO SHARE WITH OUR AUDIENCE WHAT YOU WANT THEM TO KNOW.
OR THE ONE TAKE AWAY THAT IF HE DID NOT GET ANYTHING ELSE DISHES WHAT THEY SHOULD WALK AWAY WITH.
I WAS SET UP WITH YOU, ONE TAKE AWAY THAT YOU HOPE EVERYONE TAKES UP WITH THEM WHETHER IT BE FROM THE PRESENTATION, THE COLLECTIVE CONVERSATION.
BUT THIS IS DIRECTLY FROM YOU.
>> SURE, SURE, I WILL DO MY BEST TO ANSWER THAT.
I DID WANT TO SAY ONE OF THE THINGS WHEN HE FORGOT TO SAY THE INITIAL QUESTION ABOUT LIKE BRINGING CONSULTANTS AND COMMUNITY MEMBERS.
PAY THE PEOPLE WITH THE COMPULSIVE SCAR SIMILE.
I THINK THAT WE DON'T DO THAT ENOUGH.
WE WANT THEM ALWAYS TO SIT ON THE ADVISORY COMMITTEE WHEN WE CAN ACTUALLY PAY THEM AND LISTEN TO THEM.
DON'T JUST USE COMMUNITY FOLKS.
>> I THINK THERE'S A RUSSIAN AND URGENCY -- MIKE I'LL RUSH IN OUR COMPANY LOOKS, AND LOOKS LIKE WE'RE JUMP INTO IT AND SOMETIMES WE HAVE NOT DONE REALLY THE MEANINGFUL AND EFFECTIVE WORK OF DETERMINING WHAT WE WERE BRINGING PEOPLE INTO.
I THINK THAT IS MY PROBABLY WORK BIGGEST RECOMMENDATIONS FOR ORGANIZATIONS AND INSTITUTIONS.
YOU CAN RECRUIT ALL THE PEOPLE OF COLOR ALL THE DIVERSITY THAT YOU WANT.
BUT IF THE SYSTEMS YOU HAVE IN
[01:50:01]
PLACE ARE TOXIC, THEY ARE CHALLENGING FOR THEM TO THRIVE, AND THERE IS A REALLY IMPORTANT REPORT THAT WAS DONE AND WERE TALKING ABOUT BLACK WOMEN AND HOW THEY HAVE THE WORST EXPERIENCE IN THE WORKPLACE WHY? 'S SO I DON'T THINK IT IS JUST ABOUT DIVERSIFYING, I DON'T THINK IT IS JUST ABOUT IT IS LIKE WHAT IS THE CULTURE WHAT IS THE COMPANY? WHAT ARE WE DOING TO ADDRESS THAT? SO WHEN WE ADD THESE OTHER GREAT QUALITIES WE CAN SUSTAIN IT.IF WE HAVE HIGH TURNOVER IN A YEAR OR TWO BECAUSE WE DON'T HAVE THE COURAGE TO TAKE A DEEPER LOOK AT OUR ORGANIZATIONAL OUTCOME, IN OUR CULTURE, I THINK THIS IS GOING TO BE VERY SHORT-LIVED EVER.
SO CAN WE DO THE HARD WORK, SIX WERE MONTHS, THREE MONTHS OR YEAR.
SOMETHING BEFORE YOU JUMP INTO ACTION, I KNOW IT'S REALLY HARD I NEED A LOT OF MOVEMENT FOR THIS TO FEEL EFFECTIVE.
BUT REALLY WE NEED A LOT OF REFLECTION IN A LOT OF DECONSTRUCTING BEFORE BRINGING THESE THINGS INTO IT.
SO THAT'S PROBABLY LIKE MY ONE RECOMMENDATION OF ORGANIZATIONS TO LOOK INTO THIS WORK.
>> PERFECT I'M GLAD YOU BROUGHT UP A THE PEOPLE.
I OFTEN SAY THAT WE HAVE PEOPLE WHO ARE ASKING A LOT OF FREE LABOR FROM THE COMPUTER.
WHEN EVERYONE ELSE WHO IS IN CHARGE OF PUTTING TOGETHER IS RECEIVING CHECKS.
WE ARE REALLY GOING TO FOCUS ON EQUITY, EVERYONE NEEDS TO GET PAID WHEN THEY ARE OFFERING SOMETHING AT THE TABLE.
AND THEY HAVE SIGNIFICANT VALUE TO GETTING TO THE SOLUTION SO THANK YOU FOR HIGHLIGHTING THAT.
>> OKAY, I HAVE TWO QUICK THOUGHTS, ONE, THIS RAIN IS LEFT THE STATION.
THE NUMBERS PROVE IT, THE DEMOGRAPHICS REFLECTED.
FOR THOSE OF YOU WHO ARE AFRAID AND YOU KNOW THERE IS ANXIETY, AND I THINK THAT IS REALITY IN THIS COUNTRY.
2043 WILL BE UPON US SHORTLY, AND OFFICIALLY AT THAT MOMENT IS WHERE THE SYSTEM SUGGESTS THAT WE WILL BE A MINORITY MAJORITY NATION.
SO, I THINK WE HAVE TO COME TO TERMS WITH IT AND BEGIN TO GET WITH THE PROGRAM OF WHAT WE WILL LOOK LIKE IN A BRACE THAT.
THE OTHER THING IS I THINK THAT IS IMPORTANT, BUDGETS, ARE IMMORAL DOCUMENTS.
SO IF THE TRAIN HAS LEFT THE STATION, AND OUR ECONOMY IS GOING LOOKING DIFFERENT, IF WE WANT TO STAY IN TUNE WITH WHERE THINGS ARE HEADED, THEN JUST MORALLY AND THEN ECONOMICALLY, OUR BUDGETS NEED TO REFLECT THAT.
>> IS I WANT YOU TO REMEMBER THAT THREE CIRCLES GRAPHIC THAT WE SHOWED AT THE BEGINNING IN TERMS OF SOLUTIONS.
IN TERMS OF SUSTAINABLE SOLUTIONS.
WE TALK ABOUT THE FACT THAT ANY SOLUTION FOR IT TO BE SUSTAINABLE, HERE WE ARE TALKING ABOUT THE JOURNEY INTO THE FUTURE HOW DO WE GET TO THE FUTURE, FOR SOMETHING TO GET TO THE FUTURE, IT MUST BE SUSTAINABLE, YOU RUSS REMEMBER THE THREE THINGS, IF IT DOES NOT INCLUDE PEOPLE IN WHICH HE WAS SEEING THE KITTERY.
IF IT DOES NOT INCLUDE THE PLANET WILL WHAT YOU SEE THE FIRE BEING SUPPORTED.
AND PROSPERITY IN THE ECONOMY, FOR YOU AND YOUR COMMUNITY, AND FOR YOUR CITY IS PART OF THE SOLUTION.
THEN YOU ARE NOT, THAT SOLUTION THAT YOU MAY HAVE IS INCOMPLETE AND IT IS NOT GOING TO CARRY YOU INTO THE FUTURE.
SO YOU NEED TO RETHINK, DO YOU HAVE ALL THREE COMPONENTS FOR YOU TO BE ABLE TO TAKE YOUR EFFORTS INTO THE FUTURE?
>> THANK YOU, LAST BUT NOT LEAST REBECCA.
>> WE AT PEPSICO ARE TOLD TO VOICE OUR OPINIONS FEARLESSLY.
FOR THOSE PEOPLE WATCHING, ONCE YOU ARE IN A PLACE, WHERE YOU HAVE A CHOICE WHERE YOU CAN'T MAKE AN IMPACT SPEAKING OF, IT SURE IS A POSSIBILITY TOO.
WHEN I FIRST JOINED THE COMPANY MY FIRST ASSIGNMENT WAS TO.
WHY DO WE GET THERE? BECAUSE AN EMPLOYEE E-MAILED THE CEO AND SAID I WANT TO KNOW WHAT MY COMPANY IS DOING FOR MY FAMILY? ON THIS ISSUE? I CEO, AND HIS E-MAIL ANNOUNCING RACIALLY QUALITY JOURNEY AFTER THE MURDER OF GEORGE FLOYD.
HE TALKED ABOUT, HOW MOVED HE WAS
[01:55:03]
BY GETTING AN E-MAIL FROM A BLACK ASSOCIATE.WANTING PEPSICO TO STEP OUT AND DO MORE FOR THE COMMUNITY.
I DO NOT KNOW WHO IT WAS AND WHO SENT THAT E-MAIL, BUT I THINK ABOUT THIS EMPLOYEE ALL THE TIME.
BECAUSE THIS EMPLOYEE THIS PERSON'S ACTIONS HAVE RESULTED IN SO MUCH CHANGE NOT JUST FOR THOUSANDS OF PEOPLE INSIDE, BUT FOR FUTURE EMPLOYEES AND FOR OUR COMMUNITIES.
SO WHENEVER YOU ARE IN A PLACE WHERE YOU CAN VOICE YOUR OPINION ABOUT SOMETHING THAT NEEDS TO CHANGE, PLEASE DO SO.
>> THANK YOU, AND AS I TURN IT OVER TO MATT.
I WANT TO THINK THE FOUR OF YOU FOR YOUR PRESENTATION ADDING TO THE DYNAMICS.
OF WHAT WE HAVE BEEN DOING OVER THE PAST FEW WEEKS.
AND ON MY CLOSING NOTICE, I WILL SAY RESPECT FOR COMMUNITY IS IMPORTANT.
JUSTICE, EQUITY, DIVERSITY, AND INCLUSION IS AN ASSET.
CHANGE ALSO IT IS BECAUSE A LACK OF CHANGE CAN BE A GREATEST LIABILITY.
LASTLY DO WHAT REBECCA SAID ABOUT VOICING YOUR OPINION UNAPOLOGETICALLY I OFTEN SAY, YOUR VOICE IS YOUR CURRENCY.
IT IS IMPORTANT FOR YOU TO UNDERSTAND HOW VOLVO THAT IS.
SO I THANK YOU ALL FOR INVITING ME AND I WILL TURN IT OVER FOR YOU CLOSEOUT.
>> THANK YOU VERY MUCH FOR THE TREMENDOUS JOB THAT YOU DID.
THIS DIVERSITY, EQUITY, AND INCLUSION NOT JUST TODAY BUT THE LAST THREE WEEKS THAT ARE BENEFICIAL TO CITY IN THE NOTICE OF REASON.
I HAVE LEARNED SO MUCH FROM THESE INDUSTRY LEADERS WILL FROM YOUR ORGANIZATION OR YOUR HER HISTORIC CIVIC LEADER.
OR, YOU ARE A YOUNG SUPERSTAR WHO IS DICTATING POLICIES FOR THE FUTURE.
I FEEL VERY COMFORTABLE, AND I HAVE CONFIDENCE THAT WE ARE GOING TO INTENTIONALLY ENSURE THAT YOU AS A NORTH TEXAS REGION BECOME THE MOST EQUITABLE DIVERSE, AREA IN THE COUNTRY.
BECAUSE IN THE KNOW TEXAS REGION, WILL BE ON THE PREMIER PLACE FOR PEOPLE OF COLOR AND WOMEN, BY 2043 AS RICHIE SAID.
WE NEED TO CREATE A PERCENTAGE TO SUSTAIN YOU.
THANK YOU ALL FOR YOUR WORDS, AUDIENCE MEMBERS, PEOPLE WHO ATTENDED THIS FOR THE LAST THREE WEEKS, THANK YOU, THANK YOU, THANK YOU.
WORDS CANNOT EXPRESS THAT YOU WOULD VISIT SIX HOURS OF YOUR TIME, TWO HOURS EACH WEEK ON A THURSDAY IN THE SUMMER TO TRY TO ENHANCE AND LEARN OR JUST VISIT IT UNDERSTAND DIFFERENT PERSPECTIVES ON DIVERSITY, EQUITY AND INCLUSION.
THANK YOU FOR YOUR PARTICIPATION, AND THANK YOU FOR YOUR OUTREACH AND YOUR E-MAILS.
AND FOR YOUR PASSION TO CHANGE.
LASTLY, I WANT TO THANK OUR PARTNERS.
AND I RETURN SHIPPING LEADERSHIP.
THANK YOU FOR ALLOWING ME A PART OF A PROGRAM THAT ALIGNS WITH MY PASSION.
THAT'S GETTING PEOP UNDERSTAND.
AND DALLAS COLLEGE THANK YOU VERY MUCH FOR BEING A PARTNER NOT ONLY IN THIS INITIATIVE, BUT FOR HAVING THE DIRECTION AND THE VISION TO ALWAYS INVEST IN THE LIVES OF ALL OF OUR RESIDENTS IN DALLAS COUNTY.
DEBT NOT ONLY ANSWERS FAMILIES, AND WORKFORCE WITHIN OUR COUNTY.
BECAUSE OF THAT, THIS WILL ALLOW US TO CONTINUE THIS DISCUSSION AFTER WE ARE COMPLETED.
SO PLEASE, WE ARE COMPLETING AT 2:00 O'CLOCK TODAY.
BUT THE DISCUSSION IS NOT OVER.
PLEASE DISCUSS THIS WITH YOUR COLLEAGUES AND YOUR PEERS AND EDIT JUSTICE INFORMATION.
THIS INFORMATION WILL BE MADE AVAILABLE I WILL E-MAIL THE LINK TO EVERYONE WHO HAS REGISTERED TO ONE OF THE THREE EITHER ONE OF THE THREE OF THE FENCE.
YOU WILL SEE ALL THE LINKS FOR THE EVENTS FOR YOUR REFERENCE.
PLEASE SHARE THAT WITH THE NETWORK, AND CREATE A DISCUSSION WITHIN YOUR GROUP.
IF YOU NEED US TO WORK WITH YOU TO COORDINATE THAT DISCUSSION PLEASE FEEL FREE TO CONTACT US.
WE ARE ALL IN THIS TOGETHER, AND RICHIE BUTLER, WOULD YOU MIND, I WAS GOING TO SEE YOUR QUOTES.
BUT WOULD YOU GIVE US A QUOTE THAT YOU GIVE TO EVERYONE TOGETHER WE DINE ON HOW WE
[02:00:07]
CAN ALL WORK TOGETHER? IF YOU CAN.>> WHAT UNITES US IS GREATER THAN WHAT DIVIDES US.
>> THANK YOU I WANT TO SAY THAT SHE'S RICHIE BUTLER AND I PARTICIPATED IN TOGETHER WE DINE.
WHEN HE SAID THAT IT RESONATED WITH POSITIVE PEOPLE OF ALL DIFFERENT CULTURAL BACKGROUNDS.
IT REALLY HIT HARD, SO I WANT YOU ALL TO KNOW THAT WE ARE ALL IN THIS TOGETHER AND THANK YOU ALL VERY MUCH.
BE BLESSED AND HAVE A GREAT DAY.
>> THANK YOU.
* This transcript was compiled from uncorrected Closed Captioning.