THANK YOU for making the time to participate and contribute to the EDI Training for the staff, as coordinated by Science World. Please find below the descriptions and the most currently-used visuals for following module:
How to be an Ally
Also below are the results of the polls from each of the sessions. If you would like one of the slides as a PDF, or have a question or some feedback, please feel free to send us an email directly at info@iexcellencestrategy.com.
How to be an Ally
August 11, 2022
Discussion Points
Scenario
In reflection of a candidate’s interview, Brian says that he really loves that candidate because they “remind me of myself, and I have a good feeling that he will be excellent”.
I understand your enthusiasm, it would be helpful if you took a different eye on things
Can you tell me something else you like about this candidate? Could you find something else that isn’t about them resembling you and focus more on that.
Can WE look at this candidate together collectively? And make a decision based on what we all find/like
Alden: Maybe add a little bit of humour to help ease the conversation
If someone says something that negatively provokes you or seems out of line with the company’s EDI values, try saying something like “can you unpack that for me?” to get a better understanding of what and why they made that comment.
We are assuming that someone wanting to give feedback can actually give it. If I had to give feedback to a director I don’t know well, I wouldn’t. How would I give feedback when I’m uncomfortable? What if they don’t seem open to feedback?
Alden: Ask, “would you like some feedback?”. If no, that’s a leadership issue
Pam: Really important to flag that fear, you are not feeling psychologically safe. Sometimes you have someone available to you who has more “power/influence” than you, ask them to amplify your concerns for you? Who do you have in your work circle that you feel safe speaking honestly to?
