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Safety = Hazard identification and management to determine risk factors. Risk Factor = The probability of encountering a hazard multiplied by how severe the loss is likely to be after the encounter. The product can determine the quality of a relationship. Risk Management = Strategies or practices put in place to eliminate risk or reduce risk to an acceptable level, all in an effort to manage/correct hazardous conditions. DEI Efforts = Management of behaviors using safety and risk data to improve the quality of relationships. These conditions exist wherever people relate to one another. In an office, in an airplane, scuba diving, formula one racing, or snow skiing in Colorado. I suspect the goal of DEI is to improve the quality of relationships. The benefit s.of which could be greater creativity, innovation, collaboration, and eventually solving the greatest problems affecting most people.

Thank you for creating this video, such an important conversation yet not always reflected upon

The issue with DEI is that most perpetrators of it are just performing.

my god leftists are so weird - iNClUsIVe LEaDeRsHiP rofl shut the fk up

Like, what the FK are you rejects even talking about? do you think this is actual content?

two trash individuals

Anti DEI people are severely narcissistic and need help.

Public Enemy, building upon the work and observations of Dr. Francis Cress Welsing, known as "The Isis Papers," titled their 1990 album "Fear of a Black Planet" to illuminate the influences for the behaviors people who classify themselves as "white" practice in defense of their belief system/religion/business often called racism/white supremacy. Politics = Discussions about the distribution of resources. DEI = Increasing access to resources through participation. Participation ➡️ opportunity ➡️ influence ➡️ can produce change. This is my recipe for producing power. Power = The ability to effect change The ability to effect change (power in the hands of marginalized people) is most likely the driving force behind the "fear," producing the resistance to DEI efforts. Many addicts will declare..."it's hard giving up the drug of choice"... due to the depth of mental and physical dependence that has been created through, in this case, generations of abusing the psychotropic drugs called racism/white supremacy and all other -isms. Addicts will also state, "In order to heal, you must first admit anf accept that you have a problem." Denial of addiction/abuse coupled with dedication to maintaining control measures of people classified as marginalized and fear of retribution may be the tap roots of resistance to realizing the support needed for the psycho-social changes driven by DEI requests.

I'm so thankful that you're bringing such important topics to DEI professionals to support themselves in the crucial work they do.

Didn't Earn It

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Women trying to force men to change. it's revenged. DEI is harassment

I suspect as long as the threat exists, there will be the need for "safety" in numbers/communing...as an early warning system, how to guide, strategic planning, decoding behaviors, conditions, and environments, et al.

The front line super would NOT stop the wirk to address the experience of a team mate UNLESS, the "execs" and mid-mngt authorize, support, and encourage such a response and...dispel the notion of repridal for taking such action. The actions must have support to prevent secondary injuries; often called invisible injuries. Like I infuse into the relationships and encounters I have, "work shouldn't hurt, physically or psychologically."

We need intentionality regarding layoffs? So laying people off based on race and gender, yeah you are the good guys. Sarcasm if you couldn’t tell.

"I'm not your passion project how dare you show commitment and devotion" Literally what. Corporate Soullessness are wilding out

What should be the strategic response by employees when leadership of an org. states... "Explicit federal regs and our own internal HR policies provide constraints to achieving diversification within the Department?"

Hello Sasha. I caught your guest appearance on the YT channel "Communicate Like You Give A Damn." Excellent presentation.

Your communist bullshit is not going to slip by us anymore. We will get this information out to the people and you will be stopped.

Whats up. saw your RUclips channel and understand you are a RUclipsr. Very nice video on your channel, I really enjoyed it. Total subscribers 625 and a Total of 114 Uploaded videos of your channel. I noticed one thing according to your channel your channel videos are not viewed and subscribed. You need to optimize your channel and do video SEO to reach your target audience. Otherwise, if you upload videos to your channel throughout the year, none of your videos will get viral views. If your channel is optimized a little and if the videos are SEO then your channel will rank very fast and your channel will grow. And monetization of your channel will be on. As a professional digital marketer, I want to help you with this. let's discuss your channel I am looking forward to your response

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Thank you for making whites more racist. You're doing great work.

Hello Sasha. With the changes and resistance put in place at various levels of governments (see OK and WI, et al) and businesses, how do you perceive the "over the horizon" projection for the continued viability of the DEI effort?

nice video

I often hear this statement from.peoplr classified as "white" when discussing racism or implicit bias..."I could never understand your position..." I suspect that means after translation..."I do not know what it is like to be racially victimized." Because of this "vapid understanding," many "white" people convey that they have nothing to contribute to discussions on race or implications bias. I submit for your counsel... While people who practice "white" behaviors do not have the experience of being racially victimized, not all, but most likely DO have the experience of racially victimizing people classified as "non-white." How victimization is performed, who performs, and why IS what people who practice "white" behaviors CAN bring to the discussion of racism and/or implicit bias. Racism and implicit bias are the behaviors and beliefs that have created the conditions that produce minimal diversity, "one size fits all" equity solutions, and superficial inclusion initiatives. If the behaviors and beliefs that practice, support, and defend racism and implicit bias are not solved and eliminated, DEI efforts become a temporary treatment providing temporary relief and not a cure for the disease of injustice. -VGQ

Question... What is best practice on how employees should respond to DEI survey results? What is best practice on how management should respond to DEI survey results?

❤❤ let’s go mom!!! 💪🏾💪🏾🔥🎥

Let’s go!😊

I love this! Im so happy I stumbled across your page I definitely think more people need to be aware and learn about these type of conversations. It definitely makes me feel more knowledgable about cultural wealth.

Lolita (Mrs. Chandler) was my 4th grade teacher at P. S. 93 in Brooklyn, NY. The sound of her voice brings back fond memories of her teaching and her students learning so much from her. Decades later, she continues to share her knowledge on the most important topics that we experience in our day to day lives. She continues to be a blessing! Thank you Mrs. Chandler.

Management consulting IS interior design.

The org. I work woth is MOSTLY focused on DEI for the customer and slow if not hesitant to address DEI needs of the teams. A DEI survey was completed in August...the results have been compiled but yet to be released to the teams.

"Have the bravery to call out behaviors..." Good parenting, white supremacy and religion have trained most non-white people NOT to question authority, get smart, talk back, ot act like you bad/grown, so most non-white people don't take these actions to influence the work culture to produce justice. Most just suffer in silence, as we know, and as many DEI surveys capture and convey. Those that do "stand in front of the tank" often find themselves walking alone...after being abandoned as this work is not for the weak or the timid. The consequences are real, but the effort is needed for those coming in behind us.✊🏾

How do you all define justice?

I find the org. I work with willing to work on "equity" initiatives for external customers, but not so much for the internal team. Is this approach a form of injustice to the internal team? How can the internal team be expected to provide or deliver "excellent customer service" when they may be broken and their plight ignored? Many internal team members relate this treatment/behavior to "it is, what it is." I loathe that disposition/conditioning.

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Great advice. Why are folx in a rush to solve problems they don’t understand fully?

Thank you for this gift 🙏🏿

Good stuff y’all! Keep going❤

As a white nationalist, I entirely agree. We can't leave parts of our white Christian identity at home.

How much do they pay you to do this

IS THIS A PARODY ??

How disgusting.

'Decolonise' IF IT'S THAT BAD, GO BACK TO AFRICA. WHAT BS!

Yes Candis preach

Excessive feedback. This.

"DEI training is being made ready for the people, but many people are NOT being made ready to receive, accept, and practice the training." -D.H. This results in continued or new conflict as new ideologies clash with those holding onto the allegiance to "traditional organizational values." Those "service providers" who are dedicated to pleasing and supporting management out of fear of reprisal or being disassociated will find it easier to blame the victim (projecting) than actually conducting an inquiry of the claim (protecting).

Wait...peer pressure from dead folks...right there.