Inclusion Revolution | Daisy Auger Domínguez | TEDxPearlStreet
Summary
TLDRIn this inspiring speech, the speaker shares her journey as a Latina woman in a predominantly white, male-dominated corporate environment. She emphasizes the pivotal moment when a colleague encouraged her to voice her opinions, leading to a transformative allyship. The speaker advocates for three key actions to foster diversity and inclusion: holding up a mirror to oneself, acting on what is learned, and persisting despite discomfort. She calls for leaders to create workplaces that value all employees, driving change through daily actions and allyship.
Takeaways
- 🗣️ The importance of speaking up: The speaker was encouraged to voice her opinion in meetings, which was crucial for her professional growth.
- 👥 The impact of allyship: A supportive colleague helped the speaker overcome her insecurities and navigate a predominantly white, male-dominated corporate culture.
- 🌐 The necessity of diverse representation: The speaker's experience highlighted the challenges faced by underrepresented groups in the workplace.
- 🔍 The power of self-reflection: The speaker's colleague helped her confront her fears and insecurities, which was a pivotal moment in her career.
- 💡 The role of active listening: The colleague's act of truly listening to the speaker's concerns was instrumental in fostering a supportive environment.
- 🛠️ The need for systemic change: The speaker advocated for a re-examination of corporate practices to dismantle biases and create more inclusive workplaces.
- 🌈 The value of diversity and inclusion strategies: The speaker's career has been dedicated to developing strategies that promote diversity, equity, and inclusion globally.
- 🔑 The significance of leadership actions: What leaders do to foster inclusivity matters more than what they say, as actions create tangible change.
- 🚀 The benefits of inclusive environments: Inclusive workplaces foster innovation, creativity, and collaboration, which are essential for organizational success.
- 🔄 The process of change: The speaker emphasized the importance of self-awareness, action, and persistence in the face of discomfort to drive meaningful change.
Q & A
What was the advice given by the speaker's father?
-The speaker's father advised her to 'keep your head down and work harder than everyone else.'
What was the different message the speaker received early in her career?
-The different message the speaker received was from a white male colleague who told her that they wanted to hear her opinion and that it wasn't beneficial for her to just sit quietly in meetings.
What was the demographic representation like in the corporate environment the speaker was working in?
-The corporate environment was very white in terms of demographic representation across all levels and also in terms of the corporate identity that the speaker was expected to adopt.
What insecurities did the speaker share with her colleague?
-The speaker shared her insecurities about feeling not as valuable as others because of her youth, the burden of not supporting stereotypes about being a Latina, and the difficulty of navigating a predominantly white male dominated culture.
How did the colleague's response change the speaker's experience?
-The colleague listened to the speaker, acknowledged her feelings, and offered to support her by amplifying her comments in meetings, which marked the beginning of an allyship journey.
What is the concept of 'allyship' as described in the script?
-In the script, 'allyship' is described as going beyond just being an ally by actively supporting and challenging the status quo, helping to reduce obstacles, and working together towards equity and inclusion.
What is the importance of the colleague becoming a 'mayor' for the speaker?
-The colleague becoming a 'mayor' for the speaker meant that he showed her the truth about her fears and anxieties and how to overcome them, which was crucial for building her career.
What are the three actions the speaker suggests for creating inclusive workplaces?
-The three actions are: holding up a mirror to oneself, acting on what one learns from that reflection, and persisting despite discomfort.
Why did the speaker call out 'racism' during a meeting at Google?
-The speaker called out 'racism' because there was pushback on diversity hiring strategies and a failure to acknowledge the systemic issues that prevented the hiring of black and Hispanic software engineers at scale.
What was the outcome of the speaker's proposal for a program focusing on women of color at Disney?
-The program focusing on the workplace experience of women of color was one of the most attended programs and left a lasting impact, with attendees feeling seen, heard, and valued.
What does the speaker suggest is necessary for creating workplaces that work for everyone?
-The speaker suggests that it is necessary to reduce undue burdens and marginalization, and to create a vibrant emotional energy where employees feel valued and essential.
Outlines
🗣️ Finding My Voice in a Corporate World
The speaker recounts an early moment in her career when she was encouraged to speak up in meetings by a colleague, despite her initial hesitance due to her demographic minority status in a predominantly white, male-dominated workplace. She describes her struggle to fit into a corporate identity that seemed to demand the suppression of her ethnic and cultural identity. This conversation with her colleague was pivotal as it led to the beginning of an allyship, where he offered to support her by amplifying her comments in meetings. This support helped her to build confidence and learn to share her opinion more confidently.
🌟 The Power of an Ally and the Importance of Solidarity
The speaker reflects on how her colleague's willingness to listen and support her was more than just allyship; it was a form of solidarity. He helped her confront her fears and anxieties, and showed her how to overcome them to build a successful career. This experience inspired her to dedicate her career to designing diversity, equity, and inclusion strategies. She emphasizes the importance of leaders' actions over their words and the impact of creating inclusive workplaces on innovation, creativity, and collaboration. She suggests three actions for organizations to become more equitable and inclusive: holding up a mirror to oneself, acting on what one learns, and persisting despite discomfort.
🪪 The Mirror of Self-Reflection and the Courage to Act
The speaker discusses the importance of self-reflection and the courage to act on what one learns about oneself and one's biases. She shares her experience at Google, where she had to confront the uncomfortable truth about the company's hiring process being biased against black and Hispanic candidates. Despite the resistance and discomfort, she persisted in advocating for change. The speaker emphasizes that this work is challenging and comes with pain and conflict, but it is necessary for driving change. She encourages individuals to build the strength to interpret new information, sit in ambiguity, and act against bias.
💪 Persistence in the Face of Adversity
The speaker shares her personal experiences of facing adversity and the importance of persistence in creating inclusive workplaces. She talks about the emotional toll of dealing with toxic managers and having her ideas and value questioned. Despite these challenges, she continues to fight for more representation and refuses to give up. She calls for collective effort to question the lack of diversity, refuse tokenism, and stand up against injustice. The speaker concludes by reiterating the necessity of daily actions to drive meaningful change and create workplaces that value everyone.
Mindmap
Keywords
💡Diversity
💡Inclusion
💡Bias
💡Allyship
💡Equity
💡Cultural Identity
💡Stereotypes
💡Solidarity
💡Tokenism
💡Discomfort
💡Advocacy
Highlights
A white male colleague encouraged the speaker to share her opinions during meetings, highlighting the importance of every voice, irrespective of seniority.
The speaker expressed her insecurities about being a young Latina in a predominantly white, male-dominated corporate environment.
Her colleague became her ally by not only listening but also offering tangible support, like amplifying her comments in meetings.
This interaction marked the beginning of an allyship journey, with the colleague becoming more than an ally—an accomplice in challenging the status quo.
The speaker learned to build 'bravery muscles' by speaking up in meetings, even when her opinions were unpopular.
Her colleague also became her first professional mentor, helping her overcome her fears and anxieties.
The experience inspired the speaker to dedicate her career to diversity, equity, and inclusion (DEI) strategies in global companies.
The speaker stresses that leaders’ actions matter more than their words when it comes to creating inclusive workplaces.
She recalls a meeting at Google where she confronted the root cause of the company’s inability to hire Black and Hispanic engineers: racism.
The discomfort in addressing racism was palpable, but the speaker emphasizes the need to act on uncomfortable truths, not just be aware of them.
She highlights the importance of holding up a mirror to reflect uncomfortable realities, particularly around personal, cultural, and systemic biases.
Privilege is described as the ability to look away from these uncomfortable truths, but change requires persistent action.
The speaker shares a story from Disney, where she helped design a program focused on the workplace experiences of women of color, creating an inclusive space.
The program was one of the most attended events, and it made women of color feel seen, heard, and valued for the first time.
The speaker emphasizes the need for daily actions, like questioning the lack of diversity on teams and standing up against workplace injustices, to drive meaningful change.
Transcripts
[Music]
[Applause]
oh
[Applause]
keep your head down and work harder than
everyone else
that is the advice that my father has
always given me
but one day in the early part of my
career
i received a different message i was a
junior credit analyst at moody's
and one afternoon as i was leaving one
of our weekly credit rating meetings
a white male colleague came to me
and set me aside and said in a
sober tone you know we want to hear your
opinion
it doesn't do anyone any good for you
just to sit there
quietly i was mortified
i knew that every credit rating analyst
was expected to contribute to decisions
irrespective of seniority
in theory a great place to hone your
voice
but i was just learning how to find my
footing
in an unfamiliar corporate environment
it wasn't lost on me
that in most meetings i was usually the
only latinx
woman and youngest person i was working
so hard to hone my credit rating skills
the hard work that me papa had told me
to do
while trying to navigate an environment
that was
very white white in terms of demographic
representation
across all levels white
in terms of the corporate identity that
i was expected
to adopt in order to survive an identity
that meant
that there was not a trace of an accent
to be heard
or that in my appearance there could not
be a sense of
too much ethnicity or over sexualization
i took a deep deep breath and before i
knew it
started sharing with him all of the
insecurities that i had been harboring
for
months the anxiety that i have felt
at my experience not being quite
as valuable as others because i was
young
the burden that i carried at
not supporting anyone's stereotypes
about me being a latina and how hard i
founded
trying to figure out how to show up in a
predominantly
white male dominated culture
keep your head down and work harder than
everyone else
that is the message that kept on running
through my head
but it wasn't enough my body shook
my heart ached i couldn't look him in
the eye
but he looked at me and in that moment
everything changed i was able
to share my truth with him and he
listened
he really listened and instead of
dismissing me by saying oh that's all in
your head
he took a moment to hear see
and value me and instead of assuming
what it was like to be
in my shoes he actually took a moment to
dismiss his judgment
to understand where i was coming from
to interpret the information he was
hearing
and then to devise a plan to help reduce
obstacles that i was facing
this is what he said i hear how lonely
you feel
i think what is holding you back is a
fear of messing up
i have felt that too but i get that it
is different for you
but here's what i also know you're not
going to get over it
unless you work through it and you're
going to need someone to support you
he then offered to sit next to me at our
next meeting
and to amplify my comments because the
deal was
that i would speak up this was the
beginning for both of us
the beginning of an allyship journey
much more than an ally mialiado he
became my accomplice
me complicit in challenging the status
quo
i would slowly go on to build my bravery
muscles
by speaking up more proactively in
meeting after meeting
while watching him from the corner of my
eye
encouraging me to go on i would learn
how to confidently share my opinion
even when it wasn't popular how to hold
space the way others did around me
i didn't always have the impact that i
wanted
but i found my footing much more than an
ally
this colleague also became my first
professional mayor
he showed me the unvarnished truth about
my fears and my anxieties
and how i could overcome them so that i
could build the career
that me papa had envisioned for me
much more importantly he sacrificed his
own comfort
over mine he sought to
learn whose voices were being heard
and whose voices were being silenced
that
is the true act of solidarity of an ally
instead of sitting in his own judgment
and guilt he sought ways to overcome the
barriers to my success
this life-changing moment inspired me to
dedicate the last two decades of my
career
to designing diversity equity and
inclusion strategies
across global companies it also
reinforced for me
what i always knew deep inside that what
leaders do
matters far more than what they say
creating workplaces that work for
everyone
ah it's about far more than
public displays on social media
diversity recruiting initiatives
and one-and-done anti-bias and
anti-harassment training
i have been really excited to see that
there is a very special
energy energia vibe mojo
in organizations when employees feel
seen
heard and valued when they feel that
they can contribute
collaborate perform without judgment
and retaliation it keeps organizations
from feeling dark and heavy it keeps the
mistrust
out of the air it keeps talented
employees
from leaving your organizations
and worse it keeps those that have to
sustain
repeated trauma to survive financially
what it does is that it breeds the
highest levels of innovation
creativity and collaboration
i want to share with you three actions
that you can take
so that your organizations are places
where fairness
justice equity and inclusion are the
experience
of all the first is to hold up a mirror
the second to act on what you learn
and the third to persist despite your
discomfort
let's start with holding up a mirror i
was
lucky to have someone that was willing
to put up a mirror in front of me
i was also strong and brave enough to
look in that mirror
the mirror told me you deserve to be
here
it also said that i needed to face my
fears
and my discomfort i know firsthand that
not everyone is willing to look in that
mirror
when i worked at google i remember
vividly
one meeting where i was set to bring
about our first diversity hiring
strategy
i laid out a detailed proposal of what
it would be like to reimagine our hiring
process
it was supported by an exhaustive
analysis of the hiring experience of
black
and hispanic software engineering
candidates
my team was so excited to present bold
and innovative ideas
including significantly expanding our
hiring markets
and rebuilding our interview process
but after hours of pushback on our
suggestions
and this repeated line of questioning
from my manager
about a seemingly unknown root cause
of our inability to hire black and
hispanic software engineers at scale
i nearly lost my mind and blurted out
racism the root cause is rasismo
our recruitment process was designed
with a racist
lens and we need to re-examine and
rebuild
every stage of our hiring journey if we
are to achieve
different outcomes
the room went quiet
the discomfort was palpable
this was the mirror no one wanted to
look into
the truth no one wanted to see
but it was the truth the truth being
reflected at them
and they chose not to act
awareness without action means nothing
we have got to act on what we learn
here's the thing about looking in the
mirror it fundamentally requires you
to recognize your personal cultural
and systemic sore spots you are going to
have to reflect on your identity
in relationship to someone else and
you're going to have to ask for feedback
that you may not want to hear you're
going to have to build new muscles
including the ability to interpret new
information
to sit in ambiguity conflict
and discomfort and to figure out what
you will do
when you witness bias or when you
discover
that you have been perpetuating the bias
all along
this work this work comes with pain
this work comes with conflict discover
comes with discomfort
but if you want to drive change you're
going to have to work through that
discomfort
many of us want to change conditions in
our workplaces
but sometimes we don't know how to do it
we get stuck in getting worried about
are we going to get it wrong are we
going to mess this up
are we not going to do enough
it's that place where many of us often
dwell that paralyzing place of
fear and anxiety where we numb ourselves
into an action
privilege is the ability to be able to
look away
to not act when you are confronted with
your bias
and complicity but
sitting in awareness is not enough
you're going to have to act on what you
learn and you're going to have to
persist
through that discomfort when i worked at
disney
i was part of a group that helped launch
our first women's initiative
that first week when we were planning
our programming for women's history
month
i took a bet that paid off
i sat around the room of mostly
well-intentioned white women
and realized that the lens through which
we were looking at the advancement of
women
left out the experience of women of
color
women like me i knew what it was like
to feel left out and excluded from white
social networks
and that also when i was invited there
was always this unstated understanding
that i was there to fulfill a quota
not there to share my whole truth
but i had an opportunity to change that
with all of the corporate charm and
bravado that i could muster
i proposed designing a program that
would focus on the workplace experience
of women of color
by this point in my career i had earned
a decent
level of confidence but even then i knew
that i needed to propose this framework
as a limited risk proposition
how much attention could this program
possibly garner
how many women of color could i possibly
bring together
well it was one of the most attended
programs that month
the women who attended to this day still
recall it as the first time
that many of them felt seen heard and
valued
i'll never forget the manager who called
me up to say
hey daisy i have no idea what you just
did
but this young woman on my team just
came back from one of your events
and she has a pep in her step that i
have never seen before
please do more had i not
acted on what i knew women of color
needed to experience in the workplace we
would have never moved beyond the
pervasive blind spot
of women's programs only catering to
white women
instead of reducing the barriers and
clearing the advancement path
for all women but again
this work is hard it is challenging and
full of discomfort
when we move past our discomfort we get
to the place of true change
but for some of us we know that that
change
comes at a high risk
some of us know that there is danger in
doing so
so instead we let go of small parts of
ourselves
we let our courage shrink and our voice
diminish
i have been beaten into submission so
many times that i have forgotten
the count i have been layered
under toxic managers who have
put up roadblocks to my success taken
ownership of my ideas
and questioned my value on a daily basis
even as i was actively working to bring
more seats to the table
i have had to fight to earn and keep
mine but i persist i refuse
to give up and i know that you can too i
know we
all can but creating workplaces
that work for everyone is hard complex
and at times emotionally triggering but
it is
necessary it is about reducing the undue
burdens
and the marginalization that we have
allowed to exist
that we have tolerated for hundreds of
years
to a place where the emotional energy is
vibrant
where employees feel that they are
valued that they matter
that they are essential when they walk
in every day knowing that they have a
clear path
forward we can do that
if we hold up a mirror if we act
on what we know and if we persist
despite our discomfort so when my father
said
keep your head down and work harder than
everyone else
he was partially right this work it
requires
all of us to work harder it takes daily
actions
like questioning the lack of diversity
on your team
refusing to tokenize black indigenous
and people of color
and standing up against injustices in
your workplace
if we all start being the allies we
want to be to show up and for
our colleagues to do the work we can
drive
lasting and meaningful change
gracias
[Music]
[Applause]
[Music]
you
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