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Five Stages of Cultural Competence Part I What You Will Learn: What are the five stages of cultural competence How to view each stage from a conscious and unconscious framework of awareness Why DEI work can be so tricky when considering the stages of cultural competence Where most of the population sits on this scale of awareness Why our best intentions in DEI work are often not enough based on our own conscious beliefs and perceptions How the Intercultural Development Continuum Model explains why people can have different perceptions of identical experiences About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: https://twitter.com/deepSEESara @deepSEESara CNBC Closing the Gap

What You Will Learn: Should organizations respond to identity-based trauma events How Americans view the responses of organizations following incidents What can organizations do if they misstep, and how can they strengthen their brand afterward How ongoing transparency and accountability impact the strength of a brand What consumer demographics expect the most and the least from brands Which demographic is the most loyal and less likely to shift How the language used when addressing social justice issues affects public opinion About Del Esparza & Dr. Brandale Mills Cox Del Esparza is a DEI advocate and the CEO of Esparza Advertising, a full-service marketing firm, focused on driving successful brands by making a scene. Del has a demonstrated history of working in the marketing and advertising industry and is skilled in digital marketing, web design, market research, management, direct marketing, and marketing strategy. Dr. Brandale Mills Cox recently published her book, “Black Women Filmmakers and Black Love on Screen,” which offers a definition of Black Love and an analysis of how it is portrayed from the perspective of a Black female filmmaker. She has presented her research at international and national conferences, with her scholarship including issues related to feminism, social media, racial politics, film, female representations in the mass media, and popular culture. Dr. Mills’ passion and desire for positive social advocacy is reflected in many of her roles in the journalism, communication, public relations, and event coordinating fields. Her position as Senior Coordinator for the National Diversity Council and as Operations Coordinator at d-mars.com Marketing and Communications, (publisher of the only African-American Business Journal in the city of Houston), has given her the opportunity to advocate for diverse communities and organizations. Dr. Mills has also served as a Public Relations Consultant for several Houston area non-profit organizations dedicated to assisting under-served communities. How to connect with Del Esparza & Dr. Brandale Mills Cox: Del Esparza: Website: https://esparza.com/ LinkedIn: https://www.linkedin.com/in/del-esparza-8b49781/ https://www.linkedin.com/company/esparza-advertising/ Facebook: https://www.facebook.com/esparzaadvertising/ Twitter: https://www.facebook.com/esparzaadvertising/ Dr. Brandale Mills Cox: Website: https://drbrandalemills.com/ https://www.inclusivemarketresearchgroup.com/ LinkedIn: https://www.linkedin.com/in/brandale-mills-cox-ph-d-327751b/ https://www.linkedin.com/company/inclusive-market-research-group/ Facebook: https://www.facebook.com/inclusivemrg/ Twitter: https://twitter.com/InclusiveMRG How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: How working as a Resident Advisor during college introduced Gina to DEI as a profession In what ways bias impacts productivity in the workplace, and how to overcome it How peer equity/inclusion coaches fit into the MnDOT organization Why it’s important to contribute to DEI conversations that are already being held How to select peer equity/inclusion coaches for your organization What are the most important parts of peer equity coach training Why it’s crucial that peer inclusion coaches know what is beyond the scope of their job About Gina Kundan Gina Kundan is Deputy Director and D&I Manager for the office of Equity and Diversity with MnDOT. She has a strong passion for equity and remains committed to integrating a culture of inclusion into best practices. Gina holds a Master’s degree in Public Affairs from the University of Minnesota’s Humphrey School, focusing on culturally competent leadership and management, and a Master’s degree in Social Theory from Hamline University. She is a certified Intercultural Development Inventory (IDI), Intercultural Conflict Styles (ICS) administrator, and a trained mediator. Making good use of her BFA in Dance from Wright State University, Gina spent several decades performing and teaching. She is currently board Chair for Ananya Dance Theatre. She’s a proud mother, grandmother, spouse, and auntie. How to connect with Gina Kundan: Website: MnDOT - Diversity and Inclusion Contacts (state.mn.us) Twitter: https://www.twitter.com/GinaKundan LinkedIn: https://www.linkedin.com/in/gina-kundan-ma-mpa-ba53231/ How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: How organizations support employees after DEI related trauma What are peer inclusion coaches, and how are they able to help organizations in being more effective and proactive in DEI efforts Why are the reasons that organizations need readily available resources What are the goals for peer equity coach programs in organizations What peer equity coaches are not, and what are their required qualifications How does deepSEE Consulting train peer equity/inclusion coaches About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: Why authentically listening to others is so important for leaders How Jason’s personal experience allowed him to consider how minority groups feel in the workplace Why leaders should focus on impacting employees’ lives outside of the workplace to foster a better workplace culture Why prioritizing equity and fairness resonates with more people than focusing on diversity How Jason discovered that men are often promoted over women because they are the loudest in the room What makes systems and processes in an organization not equitable About Jason Medley Jason Medley is Codility’s Chief People Officer where he manages the People Ops, Talent Acquisition, and IT Security teams. He brings with him experience scaling multiple VC-backed technology companies through hyper-growth. As a recruiting leader and thought leader, Jason works closely with Codility’s customers, Go To Market teams, and Product to help push the limits on Codilitys capabilities in the market. Jason graduated from the University of North Alabama with a degree in communications and marketing. How to Connect with Jason Medley: Website: www.codility.com Twitter: https://twitter.com/JasonDiscovers LinkedIn: https://www.linkedin.com/in/jasonmedley/ How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: What are the four different root causes of microaggressions What are unconscious filters, and how do they impact our associations How do we typically respond or act based on filter associations How does our lack of exposure to different cultures, regions, or experiences affect our associations What are the three different ways that someone can be partially conscious of microaggressions What seven strategies can you take to reduce your likelihood of microaggressions About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: What are microaggressions, and how they emerge as patterns How microaggressions can become pile up and become traumatic for the receiver Why an employee who has experienced microaggressions will often fight, fly, or freeze Why stereotypical unconscious bias reinforces the advantages for dominant groups and reinforces the disadvantages for non-dominant groups What should organizations do when their employees experience microaggressions About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: What is the origin story of Black history month and why do we still have it How other heritage months differ from Black history month Why do we separate Black history from general United States history What is dominant culture and how does it create an advantage How to address Black history month in your organization Why history often doesn’t mention races other than the dominant race About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: Why black professionals have lost faith in DEI efforts What is the most consistent frustration among black professionals throughout corporate America Why we should first focus on leading with inclusion rather than diversity What is the problem with only focusing on diversity in recruiting Why it’s important to first understand how we got here to truly create a culture of inclusion How does the mindset of black millennials differ from other generations How to help leaders of organizations to understand what they can do to drive DEI work What should the goal and focus be for new DEI practitioners About Keith Wyche Keith Wyche is a recognized thought leader in the areas of Change Management, Executive Development, Leadership, Business, Career Development, Diversity and Inclusion, Transformation, and Innovation who excels at talent development and has a consistent record of growing revenue and expanding margins across a broad range of industries, including technology, manufacturing, outsourced services, and grocery retail. A frequent public speaker and author of Good Is Not Enough: And Other Unwritten Rules for Minority Professionals (nominated for an NAACP Award as an Outstanding Literary Work,) and Corner Office Rules: The 10 Realities of Executive Life, Wyches work and insights have been featured in TIME Magazine, USA Today, The New York Post, The Miami Herald, and Black Enterprise Magazine. He has appeared as a guest on NPR, Fox Business, NBC’s The Today Show, Business News Network (BNN), and more. Wyche was named to the Martin Luther King Jr. Board of Renaissance Leaders by Morehouse College for his dedication and commitment to the mentoring and talent development of young talent. Wyche holds a Bachelor of Arts Degree in Business Administrations from Cleveland State University and an MBA from Baldwin-Wallace University. How to Connect with Keith Wyche: Website: https://www.amazon.com/Diversity-Not-Enough-Roadmap-Recruit/dp/1736939009/ LinkedIn: https://www.linkedin.com/in/keithwyche/ Twitter: https://twitter.com/KeithWyche How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: How Tadé discovered the transformative power of education through his father’s career Why Tadé believes that providing access to higher education to oppressed communities will allow them to solve their own problems What unintentional barriers are often presented to minorities during their educational careers What is the difference between health equity and healthcare disparities and equity and equality How the healthcare practitioner and the healthcare industry’s bias leads to health disparities What question should be asked before considering how to address health disparities What three items when utilized together can have a great impact on healthcare disparities How to understand the difference between implicit and explicit bias About Tadé Ayeni Dr. Tadé Ayeni is the Director of Diversity and Equity as well as Assistant Professor of Medical Sciences at Hackensack Meridian School of Medicine. He is also the host of The Black Professional podcast and the CEO of Beyond Performative, a consulting firm specializing in the synthesis of diversity, equity, and inclusion principles with organizational growth and success models. He received his bachelor’s degree from Rutgers University where he was first introduced to the study of societal inequities and people who have been historically marginalized. As an undergraduate student, he originally intended to major solely in English Literature and ended up accidentally double-majoring in Africana Studies as well. When he discovered that there was a field dedicated to understanding the historical contexts behind present-day inequality, he took so many courses in the discipline that his academic advisor informed him that he only needed a few more courses in Africana Studies to earn a major in that field. This began an increasingly developing interest in learning about domestic and global cultures and societies. From there, he completed a Master’s degree in English Literature at Fairleigh Dickinson University and a doctorate in Higher Education Leadership at Saint Joseph’s University. His dissertation was a phenomenological study of the experiences of underrepresented minority students in medicine as they matriculate to and through medical school. Dr. Ayeni has worked in various aspects of higher education from admissions to advising to teaching. This variegated background has equipped him with a detailed understanding of the student perspective as well as the systems and programs that help and hinder students in their academic pursuits. As the Director of Diversity and Equity, he enjoys creating meaningful connections with people from various backgrounds within and outside of the medical school to work toward a more genuinely equitable educational experience for all students, which is a key piece in the fight to produce more equitable health outcomes in society. In his role as a faculty member in the Human Dimension program, his educational philosophy centers on moving away from merely teaching students to memorize facts, and helping them to enter a more genuine learning process by focusing on equipping them with the tools of inquiry to become lifelong learners and researchers. How to Connect with Tadé Ayeni: Website: https://www.bpconsultants.org/ Twitter: https://twitter.com/TadeAyeni LinkedIn: Tadé Ayeni How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

The Forgotten Identity: Disability at Work What You Will Learn: How Victor found his way to DEI work and to shining a light on the important issues around disability at work and its overlap with other minority identities Why Victor's goal in his role as Commissioner for the Mayor's Office for People with Disabilities is to bring awareness to disability and accessibility issues What big wins and significant progress Victor has been able to facilitate in his role, including helping New York's park system become the most accessible in the world How around 11% of New York City's population lives their lives with disability, and why people's fear of self-disclosure makes underreporting a real challenge Why many of the technological innovations developed specifically for people with disability benefit all of us Why laws and systems to support people with disability in the workplace are crucial for allowing people to thrive in their roles Why the disparity between New York's pre-pandemic unemployment rate for non-disabled people (4%) and people with disability (79%) highlights key challenges Why people with disability experience employment discrimination far more often than most of us may realize What's next for Victor, and why making New York more accessible for people with disability is taking place at all levels of the city’s government and infrastructure About Victor Calise As Commissioner for the Mayor’s Office for People with Disabilities (PWD) under both the Bloomberg and the de Blasio administrations, Victor sets policy, advises the Mayor, agencies, creates public/private partnerships and initiatives, advocates for the passage of legislation; chairs the Accessibility Committee of the NYC Building Code and is responsible for helping to make New York City the most inclusive city in the world. In addition, as a Board Member of the Metropolitan Transportation Authority, Victor plays an integral role in the planning and decision-making for the largest public transportation system in the United States. Spending the early part of his life as a plumber and later working in parks and playground design, Victor has a keen understanding of design and construction. He worked with the Department of Parks and Recreation Capital Projects Division, leading efforts to make one of the world's largest and most complex urban park systems universally accessible. Diversity is a workforce’s biggest strength and Victor has worked to find diverse employers and candidates. He has secured relationships with businesses in technology, retail, finance, transportation, state and city government, hospitality, not-for-profits, and healthcare. Achieving gainful employment for these diverse candidates requires a network of public and private academic institutions, state vocational rehabilitation services, and service providers. He has achieved positive sustainable outcomes. Victor is a global expert in disability. He works and consults with not-for-profits, funders, technology companies, educators, and corporations. He has been a keynote speaker at conferences and has participated in numerous panel discussions in many US cities as well as Europe, South America, and the Middle East. On December 21, 2018, the Republic of Italy bestowed the honorific title of Knighthood in the Order of Merit to Victor for his work promoting stronger relations for people with disabilities between NYC-Italy. Resources: AccessibleNYC annual report: https://www1.nyc.gov/site/mopd/initiatives/accessiblenyc.page How to Connect with Victor Calise: Website: https://www.nycgovparks.org/ LinkedIn: www.linkedin.com/in/victorcalise/ Twitter: https://twitter.com/NYCCalise How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: In this unique episode of What’s The Difference, you’ll hear audio from a panel at the Stevens Institute of Technology about the benefits of inclusive leadership, in which we discussed Cultural Competence as a business skill, when it is and isn’t appropriate to point out the “differences that make a difference,” and why context is vital. Hear insights about: Why developing your Cultural Competence is a key business skill that goes far beyond “knowing when to kiss, bow, or shake hands” Sara shares a story of being asked to point her husband out in a group and relates why people often become uncomfortable pointing out differences such as race Why the only time we should be identifying people by the “differences that make a difference” is when that difference is relevant to the situation Why preventing difficult situations and creating a more Inclusive environment is more effective than reacting to uncomfortable situations when they arise Why relying on research-based models is the key to developing your Cultural Competence skills and fostering an Inclusive work culture What benefits of inclusive leadership your organization can expect by doing the hard but necessary DEI work What difficult experiences Sara has had with regards to interacting across differences, both as part of the dominant and non-dominant groups Why it’s important to avoid falling into a “savior” mentality if you are part of the dominant group in your workplace About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. Resources: Stevens Institute of Technology Website: https://www.stevens.edu/ How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: Why objecting to change, feeling like giving up something, and feeling it’s too much extra work are common points of resistance to diversity in the workplace and DEI efforts Why real change must happen across all levels of an organization, and why individual growth and transformation is the key to changing the organization Why the process of developing Cultural Competence isn’t about giving up anything but about adding on new skills and abilities to navigate difference Why DEI efforts do require extra work upfront but will make for a more effective and enjoyable workplace on the other side Why DEI work is about creating organizational change by teaching people how to add new skills that will benefit them both individually and as an organization in the long run About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: Why it feels awkward and oftentimes uncomfortable for most of us when we are called by the wrong name incorrectly How Sara recently participated in a panel presentation on inclusive leadership and relationships at the Stevens Institute of Technology Sara shares comments from the other panelists that explain why “preferred pronouns” aren’t really a preference, and why it’s important to avoiding calling trans people by their deadnames Why a better way of referring to someone’s chosen pronouns is by calling them “identity pronouns” rather than “preferred pronouns” Why calling by someone by the wrong name can leave them feeling uncomfortable, and why being referred to by the correct name and pronouns isn’t a preference but an identity About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: How Hope transitioned her career from mechanical engineering to a brand new career in DEI practice Why Hope found her passion in making things better and affecting change, and why she chose to leave her engineering role behind to focus on DEI full time What challenges Hope faced and unexpected surprises she has experienced as a new Diversity, Equity and Inclusion practitioner How working with an outstanding mentor helped guide Hope’s career and gave her a better understanding of the career path Why many of the leaders Hope has worked with started with the Diversity piece, and why she believes that we should focus more on Equity and Inclusion How Hope pushed through feelings of overwhelm when she first moved into her new role, and why she is passionate about always continuing to learn What advice Hope has for new practitioners and anyone interested in becoming certified in DEI practice About Hope Scheeler Hope Scheeler is a self-proclaimed cultural engineer who helps organizations create inclusive, equitable, culturally competent workforces and workplaces. A mechanical engineer by training, she chooses to apply the problem-solving principles of STEM to people and cultures in the field and personal life-calling of Diversity & Inclusion. Her scientific background helps her utilize Lean Six Sigma, Continuous Improvement, and Project Management to drive sustainable results founded in data and analysis. Hope is currently a senior program manager on the D&I team at Riot Games, where she’s working to drive meaningful change in the gaming and entertainment industry. How to Connect with Hope Scheeler: Website: www.riotgames.com/en LinkedIn: www.linkedin.com/in/lhopescheeler/ LinkedIn: www.linkedin.com/company/riot-games Facebook: www.facebook.com/RiotGames/ Twitter: @riotgames How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

Who Leads DEI? DEI Leaders and the Importance of Roles What You Will Learn: How a survey of 383 U.S. employers from Xpert HR revealed that only 11% of these employers had Chief DEI Officers leading their Diversity, Equity and Inclusion efforts Further findings of the Xpert HR survey: 15% had DEI efforts led by volunteer employee groups 17% said no one leads their DEI work 19% said a “social justice workgroup” or board of directors led their efforts 36% responded that it was lead by their CEO 52% said a Chief Human Resources Officer led their efforts 7% said a Chief Operating Officer led their DEI work 5% responded that their Chief Financial Officer led the way 4% said their General Counsel ran their efforts 2% responded that an outside consultant led their DEI efforts Why General Counsel, the CFO or even the CEO aren’t the right people who should be leading Diversity, Equity and Inclusion work, and why it’s crucial to appoint the right DEI leaders to oversee your efforts Why organizations who are truly committed to DEI work should follow best practices and assign an experienced, dedicated Chief DEI Officer About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. Resources: Xpert HR “Diversity, Equity and Inclusion Employer Trends in 2021” Survey (requires site registration to access): https://bit.ly/3zJ6o3w How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: Why 75% of people surveyed responded that, due to the global pandemic, they no longer feel comfortable shaking hands in a job interview Sara describes a pre-pandemic training exercise she and her team would employ to demonstrate the discomfort people sometimes experience when getting close to others Why shared meaning around our cultural behaviors informs how comfortable or uncomfortable we feel doing those behaviors How the “handshake” ritual came to be historically, why many of us don’t know this origin, and what this tells us about how we view and question other cultures’ behaviors Why it takes a significant disruption to change the shared meaning we associate with certain long-held cultural behaviors Why understanding the shared meaning behind behaviors is the key to understanding and changing our organizational culture Why our actions are created by our conscious thoughts, which themselves stem from our unconscious filters Why it is crucial to define the behaviors that you want to see or change and then work on the shared meaning that informs those behaviors About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: Sara shares the story of “Jaden,” the manager of her local coffee shop who desperately needed a day off from nonstop work, an example of what happens when leadership does not invest in DEI work and learning Why Jaden chose to give her two-weeks notice because she felt her manager didn’t respect her or her family Why Jaden’s story demonstrates the need for businesses and organizations to invest in Diversity, Equity and Inclusion work Why Jaden’s manager’s internal bias and lack of cultural competence has cost her a fantastic employee Why employees “quitting their managers” can be just as damaging to a company as employees leaving their jobs, and why this is a perfect example of the ROI of DEI work About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: Why Generation Z as a cohort is the most broadly diverse generation in history, and why DEI expectations from Generation Z in the workplace are important to understand Why Generation Z often defines Diversity as “who we are”, and why Cultural Competence is a crucial skill to help navigate their workplace expectations Why greater inclusivity in Generation Z’s upbringing has played a big role in defining their expectations for Diversity, Equity and Inclusion in the workplace Why Generation Z is adept at creating systemic and social change through collective advocacy Why generations engage differently with DEI workplace issues, and what differences are found in DEI expectations between Millennials and Generation Z in the workplace Why members of older generations often assume that Generation Z is inherently more culturally competent even though it isn’t necessarily true How Generation Z finds strong motivation from making a difference for the people who matter to them Why it isn’t possible to make blanket statements about Generation Z, and why their views on DEI work can vary broadly What steps you can take to better engage with Generation Z in the workplace around DEI issues DEI Expectations from Generation Z in the Workplace In episode 91 of the What’s The Difference podcast, my guests were Dr. Corey Seemiller and Dr. Meghan Grace, researchers who study Generation Z, the generational cohort of people born between 1997 and 2012. We had a remarkable discussion about things employers should be aware of that can help the transition as more and more of these people join the workforce. In this encore episode, Dr. Seemiller and Dr. Grace join me for an even deeper discussion about Generation Z in the workplace, their DEI expectations, and how this Generation differs from their older peers. Generation Z in the Workplace: The Most Diverse Generation in History Not only is Generation Z incredibly diverse racially and ethnically, they’ve also grown up in an environment in which we openly discuss Diversity in a way that our society hasn’t done before. This means that members of Generation Z hold a greater expectation for Diversity, Equity and Inclusion, and they’re adept at recognizing and challenging inequities while working within the existing framework and systems that exist in their work environments. How Gen Z pushes back against these inequities also differs from previous generations. Whereas sit-ins were popular in the 1960s to protest racial injustice, Gen Z today uses viral social media content to spread awareness and amplify their voices. They often focus on collective effort and recognize the strength of numbers. Diversity in Perspectives It’s important to remember that with greater Diversity comes more perspectives and points of view. We must avoid making the mistake of blanket assumptions about Generation Z in the workplace, such as believing that they are inherently more Culturally Competent than previous generations. As Dr. Seemiller and Dr. Grace pointed out in our conversation, it’s also important to engage with members of the majority when it comes to DEI issues. While members of Generation Z from marginalized groups are often adept at advocating for themselves, it is the majority that holds the power to enact real change. By engaging their extraordinary ability to work collectively, Generation Z can truly become a catalyst for greater Diversity, Equity and Inclusion in the workplace. If you’d like to learn more about Dr. Corey Seemiller and Dr. Meghan Grace and their extraordinary work, please visit their websites at www.coreyseemiller.com and www.meghanmgrace.com. I also encourage you to read their book Generation Z: A Century in the Making. About Dr. Corey Seemiller Dr. Corey Seemiller is a faculty member in the Department of Leadership Studies in Education and Organizations at Wright State University, teaching undergraduate courses in organizational leadership as well as graduate courses in leadership development and student affairs and higher education. She is the author of The Student Leadership Competencies Guidebook and associated tools and assessments to help educators develop intentional curriculum that enhances leadership competency development. She has served as an issue editor for New Directions for Student Leadership, the co-chair for the National Leadership Symposium and the Leadership Education Academy, and an associate editor of the Journal of Leadership Studies. Dr. Seemiller also has a deep understanding of today’s young adults. She is the co-author of several articles as well as four books on Generation Z (born 1995-2010) including Generation Z: A Century in the Making, Generation Z Goes to College, Generation Z Leads, and Generation Z Learns. She also co-authored the Gen Z Voices on Voting research report. Her highly popular TED Talk on Generation Z at TEDxDayton showcased how Generation Z is making a difference in the world. Her work has been featured on NPR and in The New York Times as well as in several other news publications and academic journals. She has also been interviewed for podcasts as well as TV and radio shows worldwide. About Dr. Meghan Grace Meghan Grace is a generational researcher, author, speaker, consultant, and podcast host. She began her journey as a generational researcher in 2014, when she and her research partner, Dr. Corey Seemiller started to notice differences in the college students they worked with on campus and wanted to better understand their perspectives, values, and behaviors. In 2014, they launched their first independent study on Generation Z, which has since led to two more independent studies, two books, and two guidebooks about Generation Z. Meghan also serves as a consultant with Plaid, LLC., an organizational development firm, where she specializes in research and assessment, curriculum and program development, and strategic projects. Resources: Generation Z: A Century in the Making by Corey Seemiller and Meghan Grace: https://amzn.to/2SUtPYx Revisit What’s The Difference episode 91 “Generation Z in the Workplace” with Dr. Corey Seemiller & Dr. Meghan Grace: https://whatsthedifferencepodcast.com/podcasts/generation-z-in-the-workplace/ How to Connect with Dr. Corey Seemiller: Website: www.thegenzhub.com Website: www.coreyseemiller.com/ LinkedIn: www.linkedin.com/in/seemiller/ Facebook: www.facebook.com/coreyseemiller/ Twitter: @CoreySeemiller Twitter: @thegenzhub How to Connect with Dr. Meghan Grace: Website: www.meghanmgrace.com Linkedin: www.linkedin.com/in/meghanmgrace/ Facebook: www.facebook.com/meghanmgrace Twitter: @MeghanMGrace How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

What You Will Learn: Sara defines Cultural Competence as understanding how our unconscious minds make decisions for us and taking conscious control of our behaviors Why the first step in defining the benefits of Cultural Competence involves recognizing the “differences that make a difference” Why our level of Cultural Competence is involved in virtually every interaction we have in the workplace How research by Joseph DiStefano and Martha Maznevski found that diverse teams make up both the worst and best performing, with Cultural Competence being the deciding factor Why less than 17% of our population falls within the two most effective stages of Cultural Competence, and how we can develop those skills Why major organizations like Google and Target even struggle to recognize and respond to the differences that make a difference Why tying Cultural Competence to your strategic priorities like breaking into new markets or mergers/acquisitions can help you make the case Why the “do nothing” strategy of maintaining the status quo is the only alternative to working on Diversity, Equity and Inclusion About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. Resources: Creating Value with Diverse Teams in Global Management by Joseph J. DiStefano and Martha L. Maznevski How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara