People Institute, United States, Matter Movement discussed on Business Scale Insights

Automatic TRANSCRIPT

Hello and welcome to another episode of business scale insights I'm your host Kimberly Bonner and today it is my honor to have the CEO of the people. Institute Carla Harris with me to talk about black lives. Matter at work, so thank you so much for joining us today. Pay Cham. How are you? Thanks for having me absolutely I'm good. would be better when this covid nineteen. All this craziness of the world goes away, but we're plugging through. Yes, yes, absolutely I. Know you very well, but the listening audience does not so please share a little bit more about yourself, your background and more about the work of the People Institute. Absolutely so the People Institute is a training and Development Organization and our goal really is to work with teams. In the area of Communication, leadership, development, and just overall really helping people work better together We've been in business since nineteen ninety-seven and our goal even in this Kobe time is to. Is To offer instructor led training so now, of course we're doing it via the virtual platform, but human to human interaction really is our sweet spots wonderful wonderful, well, one of the many reasons why I invited you to talk with the listening audience today is we work with I? Work with businesses, large, small and everything in between and We've got a lot of unrest in the. The United States right now. I'm clean, covert nineteen, and also we have ethnic issues of specifically the black lives matter kind of protests and just related to police brutality, a whole lot of other things. And I thought it would be remiss if this podcast did not provide help tangible health for people whether it's trying to triage covert nineteen or now right now when it comes to I think. Almost the the humanity kind of. That we're facing in America today, and so when I reached out to you I, did it because I know your work and the people in with the people institute I know you're working kind of HR. Circles humanizing business and I think it's so important for. US to have these very might be very difficult. Sensitive conversations. About, yes, diversity and inclusion, but also this issue of black lives matter because I I I wanna just kinda pause before we kind of go and delve deep into this interview, but one thing I want the listening audience to understand I. I'm not talking about. Black lives matter as a political movement. and. We are not talking about black lives matter as an organization. Does I don't know the people involved I. Don't think you know the people involved car. We are not co-signing that at all, but we are talking about black lives matter as a statement of fact. Black lives matter as a statement of truth. And how to make that how to live that truth? Consistently. All Day every day whether it's in the work space in the board room in our communities, so that's I wanted to kind of make sure we got that all clear and that disclaimer because I know there's a lot of confusion about those words, and it's a lightning Rod, but if I hope none of my listeners confused that black lives matter period. Right S with ad set. A lot of people because of what's going on with you know. Ethnic racial unrest? a lot of people have been talking about diversity and inclusion in the workplace, and I know you have a long rich history in that space, and so can you share for people? The listening audience who might be new to this? What exactly do those words diversity and inclusion really mean? So. Absolutely, I I wanted to go a little literal. When I as I was preparing for our conversation. And just by definition. Diversity is according to Webster's dictionary. The condition of having or being composed of differing elements and inclusion is the act of being included within group or a structure. So when you think about that as as you. If you transfer that to the workplace, you're thinking about the having diverse perspectives, having diverse beliefs thoughts ideas. Included within the structure of the corporate environment so for, and that would be from the bottom, the front line trench workers as I call them all way up to an including. Active leadership and even board leadership. So when we think about that from a workplace, it really is embracing all aspects and values and perspectives of what people bring to the table. I love it. embracing all aspects and values of what people bring to the table eleven. So you know at first I was GONNA. Ask You about the black. Lives Matter Movement. And, because there's been so much controversy related to that movement. I, don't I don't WanNa. Talk about that. Because people people conflict eight the movement get really bogged down in what's going on in the movement versus the statement. Right and I just WanNa, really narrow our conversation to the statement. Because sometimes you know in HR circles. You things get a little confusing. Is. Is the black lives matter kind of concept? You know is that? a legitimate part of diversity inclusion discussions at work. I think it should be. and I agree with you and not wanting to. Even have the the head of a perception about being politically correct or incorrect. I think this is from a humane perspective right? This is you know it's funny how you started out with you know humanizing the approach because for the people. Institute that's our Tagline humanizing business and developing relationships, and you cannot have one without the other you have to understand. How value people in order to have a relationship with someone and..

Coming up next