Creating Inclusive Teams

Transcript

• 00:00So all that my colleague just said about me,
• 00:04Forget it. This is the real
• 00:07Darren Lattimore on the screen.
• 00:08This is what's actually important.
• 00:11As the Deputy Reverse Equity inclusion,
• 00:14I want to be very clear that I am
• 00:17here for each and every one of you.
• 00:19Unfortunately, many times people will think
• 00:21that I'm only here for certain identities.
• 00:24Please, please leave that at the door.
• 00:26If you feel that you have ideas on
• 00:28how to make this a more inclusive
• 00:31environment for all, come visit me.
• 00:33If you feel that we have some work to do
• 00:37to make this a more inclusive environment,
• 00:39please, please, please come visit me.
• 00:42Do not, do not,
• 00:44do not experience inappropriate
• 00:46behavior in isolation.
• 00:48There is no need for that
• 00:53if you guys are old enough and I'm
• 00:56dating myself to remember Superfly.
• 00:58Yes, my father literally walked
• 01:01through life with that persona.
• 01:03And if you know anything about the
• 01:05religion of Jehovah Witnesses,
• 01:07very conservative.
• 01:08How those two got together talking
• 01:10about opposites attracting, but they
• 01:13came out with three beautiful children.
• 01:15Next slide please pull out
• 01:18your phones for me.
• 01:20You can do this one or two ways.
• 01:21The easiest way is to take
• 01:23a picture of the QR code.
• 01:28Are
• 01:38we ready? Yeah, if everybody's
• 01:40hold on, I see a couple
• 01:43people still taking pictures.
• 01:44Is anyone having difficulty
• 01:45getting in? Just need like
• 01:50a minute or two.
• 01:51OK. Next slide please.
• 01:52So for the next set of questions,
• 01:55I want you to think about the
• 01:57last 2-3 years of your life,
• 01:59be it and whatever what you call
• 02:01your science or your clinical work,
• 02:03whatever that looks like,
• 02:06whom did you collaborate with?
• 02:08And I want you to create
• 02:10a visual for yourself.
• 02:11What were their identities of
• 02:13whom you collaborated most with
• 02:16over the last two to three years?
• 02:18And now I'm going to ask
• 02:20you a couple of questions.
• 02:21Next slide please.
• 02:23So for the very first one,
• 02:25I want you to create a word cloud for me.
• 02:28Now let's leave those people that are leaders
• 02:32whom we couldn't wait to get away from,
• 02:35Let's leave them on the bench.
• 02:37Let's think about the
• 02:39leaders who inspired us,
• 02:41the leaders who helped us get to the
• 02:43seat that we are sitting in now.
• 02:45What were their traits?
• 02:47What were their attributes?
• 02:49How did they communicate?
• 02:52And you literally will type in your phone,
• 02:55one word answers.
• 02:56You can type as many as you
• 02:57want and then hit enter.
• 02:59And we're going to create a word
• 03:01cloud as to the group's ideal leader,
• 03:04what does that look like,
• 03:05feel like to you?
• 03:11So please, please hold on to
• 03:13these words. Matter of fact,
• 03:14you may want to take a picture
• 03:19because my goal for the next 30 minutes
• 03:21is to to basically encourage you to
• 03:28realize that you are now that leader
• 03:33and to remind you what actually
• 03:36a true leader feels like.
• 03:43Supportive, Responsive.
• 03:46Collaborative. Kind, inclusive,
• 03:50transparent. Any of those words,
• 03:52any of them are they I words,
• 03:58not a single one of them.
• 04:01So being a leader is not about you,
• 04:02a really good leader.
• 04:06It's about the we and the team.
• 04:11Next slide please.
• 04:15I only want people who
• 04:17identify as women or nonbinary.
• 04:19To answer this question. Again,
• 04:21go back to the last two to three years.
• 04:23Who are your main collaborators
• 04:25in your science?
• 04:26Whatever that looks like?
• 04:28Only women in the room answer,
• 04:29please. Or nonbinary.
• 04:30Were they the same gender as
• 04:33you or a different gender?
• 04:40Men. Everybody.
• 04:42Actually, everybody.
• 04:43Look at this picture.
• 04:44So we got for women.
• 04:47I'm not 29% says this is true.
• 04:5071% says it's not true for women.
• 04:53Next slide, please. Men only
• 04:57your main collaborators of
• 04:58the last two to three years.
• 05:00Same gender as you.
• 05:02Different gender than you.
• 05:07How does this work?
• 05:14How does this work?
• 05:17Next slide, please,
• 05:21everyone from your perception of
• 05:25other people's identities, same race,
• 05:28ethnicity as you, different. And again,
• 05:30I'm talking about your main collaborators,
• 05:32people you work the most closely with. Oh, I
• 05:37love it. I guess I can sit down.
• 05:42And then last question for you,
• 05:45again, making some assumptions
• 05:47about people's political beliefs,
• 05:49most of your collaborators, do you believe,
• 05:52hold the same political stripes
• 05:54as yourself or the exact opposite.
• 06:01So just based on what we've seen,
• 06:05how truly diverse are collaborators?
• 06:11I know if we were, if I asked the question,
• 06:13oh, I work with very diverse groups of
• 06:15people is the answer that I always get.
• 06:20But based on what we've
• 06:21just said to each other,
• 06:24is there room for improvement?
• 06:27Next slide please. And I'd like
• 06:29to take over at this point. I
• 06:39turned it on. That'd be helpful, huh?
• 06:41OK, I'm using diversity in a very,
• 06:43very broad way. I am not looking
• 06:46at it on any specific identity.
• 06:49I'm thinking about it in the way
• 06:51we actually think and process.
• 06:53Now those are actually very much
• 06:56dictated by our experiences.
• 06:58So there is a very strong correlation
• 07:00between our identities and our
• 07:02cognitive diversity and our honesty.
• 07:04But I don't want us to be limited or bound
• 07:08by what we call boxes of identities.
• 07:14Why is this important?
• 07:15Now, I'll be honest with you, there is
• 07:17literature that's all over the board,
• 07:19and we can have a conversation.
• 07:20Why some literature, which I'm going
• 07:22to show you just one sampling says the
• 07:25diversity actually leads to excellence.
• 07:26And then there's other literature that
• 07:28says it's neutral, and in some cases
• 07:31there's literature that's harmful.
• 07:32Again, if we want to have a conversation
• 07:35about why I think the neutral and harmful
• 07:37are wrong, I'd be more than glad.
• 07:39But at the moment I'm going to
• 07:40harp on the positive.
• 07:42So this study, which is a recent study,
• 07:44looked at publications from across
• 07:47the country, and you can see they
• 07:49looked at quite a few publications.
• 07:51What they were looking at was
• 07:53the authorship and the gender.
• 07:55And this,
• 07:55it's a more than one system that
• 07:57you can use to determine a person's
• 07:59gender based on their names.
• 08:01We can have a conversation about
• 08:03the appropriateness of that,
• 08:04but that's how it's done.
• 08:07And what they were trying to
• 08:09figure out is if the authorship is
• 08:12all one gender either direction,
• 08:14does it impact or correlate,
• 08:16let me restate that,
• 08:18correlate with novelty and they're
• 08:21using novelty very specifically here.
• 08:23And that is,
• 08:25are you pulling different concepts
• 08:29together instead of concepts that have
• 08:31historically already been matched together?
• 08:33And the way they come to that conclusion,
• 08:35which is how it's done,
• 08:37is looking at who or what you're
• 08:39referencing and how often those
• 08:41references are combined in the past
• 08:44versus is this a novel combination.
• 08:46And then the second thing
• 08:48they looked at is citation,
• 08:51was this publication in the top 5%
• 08:55or not for that particular year?
• 08:57And then they averaged that over time.
• 08:59And then what they really just wanted
• 09:02to see is does gender diversity team on
• 09:04the team correlate in any way up down
• 09:07the sideways with those two things.
• 09:11And what they find 1st and most important,
• 09:14which is a wonderful thing is that
• 09:16gender diversity of teens actually
• 09:18has improved significantly over the
• 09:19decade in which they actually studied.
• 09:21But having said that,
• 09:23as our own little audit of
• 09:26ourselves clearly showed,
• 09:28we still have a lot of work to do.
• 09:31Women are still not invited on
• 09:32teams of men in the proportion of
• 09:35which they are in the environment.
• 09:37So as you are thinking about your teens,
• 09:40be very cognizant of who is
• 09:43being included and who is not.
• 09:48They also found mixed gender teens actually
• 09:50came up with more novel mixed gender teens
• 09:54actually came up with cited more often,
• 09:56and the closer to parity that you have 5050,
• 10:03the more novel, the more citations.
• 10:10What they also found is that the
• 10:13more mixed gender that you had,
• 10:15you ended up with diversity,
• 10:17bringing diversity and as you
• 10:21can see that correlated with
• 10:22multiple different diversities,
• 10:24including actually having more
• 10:26diverse expertise on your team
• 10:29instead of duplication of the
• 10:31same expertise on the team,
• 10:33which is very common.
• 10:34When we ask people whom we
• 10:35know and are very comfortable
• 10:36with to be part of our team,
• 10:46I could cite you and which would
• 10:48be older studies looking at race,
• 10:51ethnicity in the very same way,
• 10:54and you will find exactly the same thing.
• 10:57Authorships that are more diverse,
• 10:59racial and ethnically have higher H
• 11:02indexes and have higher citations.
• 11:08But having said that, again in that
• 11:10study too showed we are much more likely
• 11:14to author with people of our own race,
• 11:17ethnicity out of proportion to the
• 11:20availability of diversity within our spaces.
• 11:23So again, be very thoughtful about
• 11:26who we're collaborating with and why.
• 11:29Is it really, truly for the right
• 11:32reasons or is it out of comfort?
• 11:34And what is familiar,
• 11:39diversity increases perspectives.
• 11:42Again, cognitive diversity,
• 11:45which aligns very much with experiences,
• 11:48leads to more perspectives.
• 11:52It can be uncomfortable,
• 11:55but diversity disrupts group thinking.
• 11:58That needs to be managed.
• 12:00I'll be the first one to say,
• 12:02but that disruption slows us down so
• 12:05that we're actually way more analytical
• 12:08about what we're talking about and
• 12:11much less likely to actually make
• 12:13mistakes or go down the wrong path.
• 12:15Again, that is the value,
• 12:18quite frankly, but I must admit,
• 12:21if not managed by the leaders in this room,
• 12:24can be messy
• 12:27networks.
• 12:32Each of us has a very individual network.
• 12:35But in our honesty, if we're honest about it,
• 12:38our networks tend to be people very
• 12:41similar to ourselves, based on gender,
• 12:44based on race, ethnicity,
• 12:46based on political beliefs, etc.
• 12:49So when you bring more
• 12:50diverse people together,
• 12:52the accumulative network is much
• 12:53broader than when you bring people
• 12:56who are very similar together.
• 12:58The networks have
• 12:59significant overlap, usually
• 13:07going to come inward, focus a little bit.
• 13:10So inclusivity, a goal of the institution,
• 13:15the goal of the School of Medicine
• 13:17and definitely a goal of my office.
• 13:19A couple, I'm just going to give you a couple
• 13:21of examples with what our officers doing.
• 13:22The institution and the school are doing,
• 13:24many, many more things.
• 13:25But I just want to make sure you as
• 13:28new faculty know about a couple of
• 13:31opportunities if you are so interested.
• 13:33So the first one is more minority
• 13:37organization on retention and expansion.
• 13:39It is a organization for faculty
• 13:42members who actually identify with
• 13:45or allies of people who identify
• 13:48as underrepresented in Madison.
• 13:50If you are either of the above,
• 13:52I would strongly advocate that you consider
• 13:56coming to the reception on the 17th.
• 14:00As you can see from the picture,
• 14:01about 150 people show up.
• 14:04There is no better networking
• 14:06session that you're going to attend
• 14:08at Yale School of Medicine.
• 14:09I'll be very honest with you,
• 14:11there will be learners there.
• 14:12There'll be faculty there,
• 14:14there will be leadership there and there
• 14:16will be community who are not Yale there.
• 14:19Again,
• 14:19will strongly advocate the two cochairs,
• 14:22and I apologize this is
• 14:24not showing up correctly.
• 14:26Are shown there and if you
• 14:27have any questions,
• 14:28feel free about the organization itself.
• 14:30Reach out.
• 14:32Committee on the Status of Women
• 14:35in Medicine and Science Swim.
• 14:39Every department has a swim liaison,
• 14:42so no matter which department
• 14:45you're stepping into,
• 14:46if this is of interest to you,
• 14:48please reach out to your liaison
• 14:50and they can actually give you a
• 14:53good idea of all the activities.
• 14:54The two cochairs are there.
• 14:59The Deans at Wow,
• 15:01this is not showing up, right.
• 15:03The Deans Advisory Council on
• 15:06LGTQI Plus Affairs, which we just
• 15:09called DAC has multiple subgroups.
• 15:12This one, although it is run by faculty,
• 15:16learners and staff are part of this
• 15:18one versus the two I just said,
• 15:20which are just purely faculty
• 15:25and the cochairs are there.
• 15:29How off the presses, Haven't even
• 15:31had their first meeting yet.
• 15:33The Asian Faculty Association at Yale.
• 15:35Now this is a university wide association.
• 15:39The ones that I showed you before
• 15:41were Yale School of Medicine centric
• 15:45and I'm going to apologize in advance.
• 15:48Young Lee and Jin are the two Co chairs.
• 15:52Again, this one's hot off the presses,
• 15:53so if you are all interested in learning
• 15:56more, please reach out to them.
• 15:57They know I'm saying their names out loud,
• 15:59so they'll be expecting emails.
• 16:02There is one more group
• 16:04which is much more informal,
• 16:07doesn't have a website and therefore I'm not
• 16:09going to show the pictures and everything.
• 16:11But I do want you to know also if you happen
• 16:14to identify as part of the Jewish community.
• 16:17We do have a Jewish
• 16:19faculty organization also,
• 16:20which I had dinner with
• 16:21the leadership yesterday.
• 16:22And if you reach out to me,
• 16:24I will be more than glad if this
• 16:26is something of interest to you
• 16:27to connect you to the leadership.
• 16:29Again, it's forming,
• 16:30but I do think that if you're interested,
• 16:33something to get on the ground
• 16:36and help organize SO leaders,
• 16:41how does that feel? How does that land
• 16:45orientation? Don't even know the
• 16:47bathrooms yet and I'm calling you a leader
• 16:52where you are. Each and every one
• 16:56of you is going to run a team,
• 16:59be in the clinical setting,
• 17:01be it a research team, be it education.
• 17:06Each and every one of you,
• 17:08as you walk down the halls,
• 17:10as you opine about whatever it is,
• 17:13you're going to have people looking
• 17:16up to you and modeling from you.
• 17:20Be it something positive that
• 17:21you said and encouraging or
• 17:23be it something negative.
• 17:25But everything that you say and
• 17:27do will be observed and modeled
• 17:33list. I'm sorry. Take a look in the mirror.
• 17:39Most of us had great mentors.
• 17:42Our science taught hobby clinicians
• 17:44taught us how to educate.
• 17:47The you of us have had mentors
• 17:49to teach us how to be a leader,
• 17:51which is an extraordinarily
• 17:53different skill set. Remember
• 17:57that cloud that we made that I asked you
• 18:00to please take a picture of? Nobody did.
• 18:05In the privacy of your own home.
• 18:08Look at it. Which are the skills that
• 18:11you already in bed and you're strong in.
• 18:14What are areas that you have a little growth?
• 18:19Just like you needed a mentor to get
• 18:21your science down and your clinical down,
• 18:23you may need help to actually
• 18:26get your leadership down.
• 18:28In many cases, it's a mentor.
• 18:30For many of us who are in leadership,
• 18:33we have an executive coach.
• 18:35But we have somebody to help us become
• 18:37the leaders that each and every
• 18:40person in our environment deserves.
• 18:46Listen, it's so awful.
• 18:49We become leaders.
• 18:50We think we have to know
• 18:52the answer to everything.
• 18:53We can't take any time to think.
• 18:55We just got to act.
• 18:58Amazing how much you are when
• 19:02you listen, Smart Man said.
• 19:04When you talk, you're only
• 19:06repeating what you already know.
• 19:10But when you listen, you may
• 19:12actually learn something.
• 19:18Again, I've parked on this already.
• 19:21Be very, very thoughtful when you're
• 19:23creating new collaborations with
• 19:25who you choose to collaborate with.
• 19:27Are they bringing you expertise?
• 19:31Are they bringing a different skill
• 19:32set or way of thinking about things?
• 19:34Because even that diversity.
• 19:35People who are more verbal versus visual,
• 19:38People who are more
• 19:40analytical versus intuitive,
• 19:42that diversity within itself actions
• 19:44also be shown to lead to their outcomes.
• 19:47Or are you bringing people in because
• 19:49you feel comfortable with them?
• 19:59Mentorship. Sponsorship.
• 20:00Anyone who talks to me more
• 20:01than 5 minutes will hear
• 20:03you talk about sponsorship.
• 20:07Again, as leaders, one of your major
• 20:09roles is to bring up the next generation
• 20:12and it helped them reach their goals.
• 20:15And again, I know for many of you who
• 20:17have not been here more than a day,
• 20:18but know the bathroom is,
• 20:21but the moment you form a team,
• 20:24people will be looking up to you.
• 20:27And part of that looking up is
• 20:29because they want to be you someday.
• 20:31Why I talked about this is,
• 20:32again, the data will show we're
• 20:34much more likely to mentor and
• 20:36sponsor people whom we see them in,
• 20:39us or us and them,
• 20:41I E people who are similar to us.
• 20:45Make sure whoever is on your team,
• 20:48they're getting equitable mentorship,
• 20:51equitable sponsorship,
• 20:52so that everybody on your team
• 20:56has the equal possibility of
• 20:59actually achieving differentness.
• 21:10When is the version on
• 21:10the team actually most important?
• 21:14Is it doing that Monday task?
• 21:16Is it doing that simple
• 21:18thing that one expert can do?
• 21:20Or is it when the brainstorming happens,
• 21:23when the problem solving happens?
• 21:26Actually, the diversity on
• 21:28the team actually is most
• 21:29beneficial in the brainstorming,
• 21:31the problem solving when you
• 21:33really want all ideas on the table.
• 21:38So you have to be sure that you're
• 21:41created for your team and environment
• 21:44that is psychologically safe.
• 21:47So when they're most minoritized in
• 21:49that space, marginalized in that space,
• 21:52stigmatized in that space,
• 21:54feels that they actually have a
• 21:57voice and they can contribute.
• 21:59Otherwise, it's toughenism.
• 22:08The most effective teams actually the
• 22:10teams that actually have a spirit
• 22:13of collaboration and the weak is
• 22:15the keyword versus individual eyes.
• 22:18So the more you can make create an
• 22:20environment culture within your team
• 22:22of collaboration and working together
• 22:24and that there's a higher purpose and
• 22:26their individual part of the project,
• 22:29the more you can remind your teams of
• 22:30that the better your outcomes will be.
• 22:37I'm not going to speak to the
• 22:38citizens of this because my dear
• 22:40Carla colleague who's going to talk
• 22:41next is going to talk in great depth.
• 22:43But what I am going to say
• 22:490 tolerance. If you really
• 22:53want a high functioning team,
• 22:56you cannot have toxicity.
• 23:00So often we find reasons to excuse
• 23:02toxicity over there are high achieved.
• 23:04Oh, they're really productive.
• 23:06Oh, they're just young.
• 23:10I can assure you more than just the
• 23:12individual and the person that's
• 23:14the recipients of the toxicity
• 23:17are affected by the toxicity.
• 23:19Here's a cancer that will affect
• 23:22your entire team and will decrease
• 23:25collaboration and communication.
• 23:27You are the leader.
• 23:29You set the tone,
• 23:31you set the culture and I beg you to
• 23:34set it as a no tolerance period so that
• 23:38everybody on the team, not just Mr.
• 23:41Mrs. Toxic can rhyme.
• 23:45And then lastly, and I'm going to jump
• 23:47and abort you to death. As leaders,
• 23:52please consider your responsibility
• 23:59to find and develop the
• 24:02potential those around you
• 24:06as individuals to find and
• 24:10develop the potential of Yale
• 24:12School of Medicine as a whole.
• 24:14I want to thank you for your time.