Growing Beyond White Approval

Growing Beyond White Approval | Laurielle Noel | Diversity Dish

Growing beyond white approval is what Laurielle Noel says she’s doing now.

So much of the way we’re socialized is based on white approval and comfort. Listen in on this conversation where Laurielle shares a story that will have you saying “What?” and also saying “YES!!”

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Growing Beyond White Approval | Laurielle Noel | Diversity Dish

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Transcript

Hey, has anyone ever told you that you were not capable of doing something or maybe they doubted your ability or your intelligence? If so, you’ll definitely want to go back and listen to the last episode where Hervey Heriveaux talked about his trials and how he overcame the doubt that people had in him and this retired CEO at 50 years old. We’ll also share with you why it’s important to have a legacy in everything that you do. But for now, let’s get into this episode with Laurielle Noel,

Welcome to diversity dish, where we’re dishing on everything. Diversity, equity, inclusion, and justice related. My name is Sedruola Mariska, and we’re bridging the gap between what needs to be said and what needs to be heard. Those individual experiences that are often ignored, or just simply dismissed. Sometimes I’m dining alone. Sometimes I’m dining with friends and sometimes I’m dining a la cart, no matter how I’m dining, it promises to be delicious. Let’s dig in.

Thank you for being here. Before we get into our episode, I’d like to send a shout out to my supporters over at Patreon. Those people who are experiencing extra training, exclusive audio, exclusive podcasts, articles, and workshops. They’re the ones who are helping me continue this work and who helps support this podcast. If you’d like to find out how you can become a patron, find me over@patrionpatrion.com backslash Sedruola Maruska. Now let’s get into our episode.

Hey Laurielle

How Are you? Thank you so much for inviting me. Absolutely.

So full disclosure. Laurielle is actually my baby sister. She’s on the show for more reasons than just that my sister is a formidable woman. And I’m going to tell you a little bit more about her so that you can know exactly who’s serving you up today. She is the co-owner and chief operating officer at Burrows, Inc. And the sweet spot she’s been in that position since 2012 beyond her responsibilities as an operations, she is also co-producer and also a performer. But prior to that, Laurielle graduated Georgetown law in 1999. She worked at Pricewaterhouse Coopers in both New York, city and Paris. And she’s a serial entrepreneur who found herself as a real estate agent in Manhattan. Then she found this, Hey, you sound, you sound really impressive on paper, baby.

So you meet me in person too, but so

Laurie, oh, it is. It’s good to see you or have you here. So I like to start all the interviews with kind of the same questions because it kind of breaks the ice. I know you get on and you’re just all leased up and you’re just a little nervous, but I want to ask you, what are you passionate about right now, right now in your life right now? What are you pressing?

I’m passionate about staying as stress-free as possible, does that count? Oh, we are going through a confluence of crises unprecedented in my lifetime and my parents’ lifetime. And so I’m passionate about walking almost five miles a day, eating healthy, sleeping enough hours every day. And um, me and my partner, we have a no stress zone here and that we’re passionate about it, keeping that going, uh, as long as it’s.

Diversity Training, Is It a Waste of Money?

Diversity Training, Is It A Waste of Money | Sedruola Maruska

If you’re planning to spend money on diversity training, WAIT!

If you haven’t done any foundation building, you may be wasting your money. If diversity and inclusion aren’t an integral part of your business strategy, you won’t get much for your money by holding one or two day training workshops. Don’t make the same mistake that many businesses, in all industries make.

If you want to leverage the diversity you already enjoy, increase diversity in your business, or prevent cultural misunderstandings, you’ll need to create a culture that’s inclusive at all levels, in every system, and in all processes.

Without having diversity and inclusion baked into your culture, you’ll get people trained by a great trainer, with a great program, but when they leave your organization they take what they learned with them (if they still remember it) and your organization stays the same.

Plus, reaching those people who resist diversity efforts isn’t likely only with training. It’ll take a more multi-faceted approach to help those individuals see the value of diversity in the organization and to bring more people on board to the initiative.

Diversity, Equity, Inclusion and Antiracist community

Steps Toward Diversity Training

Here are some steps you can take to create an inclusive business / company:

Start at the top. The CEO and other executive team members must be fully on board and leading the charge. When it comes to diversity and inclusion, leadership of the initiative or changing the culture cannot be delegated. Others can help drive change, but it must be seen as coming from the top. That means it needs to be included in conversations, discussions, newsletters and e-mails.

Figure out what your company strengths, weaknesses, areas for improvement and employee satisfaction ratings are as it relates to diversity, equity and inclusion by running surveys, focus groups and interviews.

Diversity Training, Is It A Waste of Money | Sedruola Maruska

Once the assessments are done, create a vision and strategy that members of the executive leadership team have agreed is the best course of action.

Engage senior management so they can help lead the change. They need to be part of the vision and have a clear understanding of concepts, roles, business case and benefits.

Create a communication and information sharing process to share the vision throughout the company. Send messages that will create middle manager and employee buy-in to the new culture. Help everyone understand how the diversity, equity and inclusion culture change will benefit each employee personally, professionally and organizationally. That’ll require internal marketing at all levels.

Educate to Elevate Racial Sensitivity Workshop

Remember the surveys? Use their results to tackle specific areas for improvement, the most common being; recruitment, interviewing, hiring, retention, promotion and performance evaluation. Look at your present company culture, and find ways where as a company you can create a more inclusive environment.

Define skills and behaviors that managers need to have to make the culture change successful and to successfully lead a diverse workforce.

Once you’ve put those initiatives into motion, now you can conduct training for all levels of your organization in areas related to diversity and inclusion.

Make sure to set up a process for accountability at all levels, that relates progress to compensation and evaluations.

Measure results, create the buzz and make it exciting (if its not fun, it wont be done)

What Does It All Mean?

The amount of time it’ll take, the order and the steps needed depend on your company goals. If you want to go beyond compliance, hear new ideas, learn best practices, reduce cultural misunderstanding and miscommunication, hire and retain the best of the best from everywhere, training alone wont do it.

Before you spend money on diversity training, decide what you want. Do you want your people to have a good day, learn then forget a few bits of information or do you want ongoing change that will make your company one where people are excited to apply to work? The choice is yours.

White Mom’s Guide to “The Talk”