Talking Modern diversity and inclusion with T-Mobile's Holli Martinez


Two weeks ago. Some of you listen to US talking about how to truly get the. From, your leaders when it comes to your diversity equity inclusion efforts, and there are four main steps that we talk about when it comes to building longlasting strategy is the first one is really mobilizing your leaders. Then we start moving into building those strategies together with your leaders and then activating the right habits. Because when we talk about the culture, it's really shared every day habits. So how do we properly activate those habits and then the last important step is really reimagining your systems when it comes to talent management systems and business systems in your organization. So today will focus on how to actually build proper diversity equity inclusion strategies that last in your organization and I'm so excited that Holly's joining us. I know that T. mobile is very highly recognized as an organization that really invested a lot in building out diversity equity inclusion culture and they've done so much in this space they've built such phenomenal brands and they're recognized by the community. They've won a lot of awards when it comes to their work incorporate equality corporates inclusion, and really investing in lgbtq I communities in the beds and women in the workplace. So I would just love to get started holly and talk a little bit of your journey as far. team. All Ball. Absolutely thank you esther and for having me I just so appreciate the work of an ally and it's a pleasure to partner with you in this. So I started in the nonprofit field and I read the pedagogy of the oppressed by Paulo Freire and this truly. My understanding of advocacy and allied ship. And I learned early on in this work in a nonprofit working with. Women students were the first families to go to college. Many of them were from Latin next Hispanic Communities, native American Indian lack of African American communities who wanted to be teachers in I learned about listening to their stories that were so different from mine and understanding how to give them a platform and a space for them to advocate in for them to rise I. think that is one of the biggest lessons that I had is I was really learning Paulo Fair and understanding. You how to be an advocate in it's shaped my journey throughout my career in navigating equity and inclusion I. Love that and also especially with current times and current climate, we see a lot of needs when it comes to the social justice movement a lot of needs from chief diversity officers and heads of those efforts in really integrating a lot of community work and integrating that social justice part into our organization. Curious. What comes up for you here when it comes to current times? You know this is such an interesting time in so many levels in IC-. Right now, companies are either doubling down or starting diversity equity inclusion efforts for the first time and I'm the great by that and I empathize with that and as I described the t mobile Germany I, want to be clear that when you hear large organizations talk about their work, sometimes you haven't in your mind or at least I used to it. They're given at this fifty million dollar budget, build your team, build your strategy in a year from now we're GONNA launch you have a year, figure it out, and that's not reality that's not what happens in. So I Of Walk through the journey that we had in real tangible ways in describe what we've done. I will say that I think that there's a real balance that we have. You know corporations we have a responsibility and the privilege to be able to invest in our communities and our employees. But at the same time, we also have responsibilities as citizens to the active in our communities. In so I think that there is a real balance there of being good corporate citizens in our community as well as enforcing in really building those inclusive behaviors and practices within organizations

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