Managing a Diverse Team

Who is Kori Carew?

Kori is a people inclusion strategist, advocate, speaker, coach, writer, attorney, mother, and advocate dedicated to promoting inclusivity and challenging societal norms. As a people inclusion strategist, attorney, and advocate, she brings her passion for community and belonging to her work. Kori is deeply committed to her multi-ethnic, multi-racial, and multi-religious family. As the Chief Catalyst Officer and Founder of Bridge 68 LLC, she focuses on preparing leaders to embrace inclusivity, combat bias, and encourage diversity and inclusion. She is also a Certified Dare to Lead™ Facilitator and a Gallup CliftonStrengths® Coach. In addition to her professional pursuits, Kori is an activist for gender equity and rights, human and civil rights, and actively participates in her church and community.

Summary of challenges 

The video shares a personal account of a black woman(Kori Carew) who has faced discrimination and marginalization in professional settings, particularly in the legal field. Kari describes a specific incident at a courthouse where she was stopped by a sheriff's deputy and was asked to prove her identity as an attorney, while her white male partner did not face the same scrutiny. She emphasizes how stories of racial injustice are often dismissed and how it's challenging to engage in discussions about racial issues. The video highlights the need to address structural and systemic problems faced by professionals of colour and how it's essential to navigate stereotypes such as the "angry black woman." Kori calls for empathy, connection, and belonging and urges individuals to give visibility to the truth and experiences of marginalized people. Basically, Kori is  saying everyone, no matter the race, has a part to play in stopping structural and systemic  bias.

Strategies for working with this person and a justification of the validity

Promote Diversity and Inclusion:  To effectively promote diversity and inclusion within an organization, creating a welcoming and inclusive environment for professionals of all races is important. This can be achieved through various efforts such as diversity training, inclusive hiring practices and fostering a culture of respect and equality. By doing so, we can create a workplace where everyone feels valued and supported, regardless of their background or identity.

Justification: Promoting diversity and inclusion creates a more equitable workplace and enhances creativity, innovation, and productivity by bringing diverse perspectives and experiences to the table.

Impact- Kori will feel she belongs and will not judge every action of her colleagues 

Address Structural and Systemic Problems: Acknowledge and address structural and systemic problems faced by professionals of colour. Implement policies and practices that promote equal opportunities for career advancement, fair treatment, and representation at all levels.

Justification: By addressing structural and systemic problems, the organization can create a more equitable and supportive environment, ensuring all employees have equal opportunities to succeed and thrive.

Impact- Kori will know that there are company policies that protect her and her supportive of her growth; this in turn, will buy Kori loyalty 

Provide Mentorship and Support: Offer mentorship programs or assign mentors to professionals of colour to provide guidance, support, and opportunities for professional growth. This can help them navigate challenges, build networks, and develop the necessary skills for advancement.

Justification: Mentorship programs can provide valuable guidance and support, helping professionals of colour overcome barriers and develop the skills and confidence needed to succeed in the workplace.

Impact – Kori will have an outlet to share her thoughts and fears. This mentor will also be instrumental in guiding Kori to make decisive decisions and actions 

Encourage Open Dialogue: Foster an environment where open dialogue and discussions about racial injustice and discrimination are encouraged. This can involve creating safe spaces for employees to share their experiences, concerns, and ideas for improvement.

Justification: Open dialogue allows for a better understanding of the challenges faced by professionals of colour and helps create a culture of empathy, respect, and collaboration.

Impact – Kori can openly express her feelings without bias; this will lead to a better working relationship between her and her colleagues 

Reference

https://www.youtube.com/watch?v=DIf43L6hNkM https://www.youtube.com/watch?v=DIf43L6hNkM