KELLY IN THE media
The media loves kelly and so will you!
UNCONSCIOUS BIAS AND DIVERSITY & INCLUSION
Diversity and Inclusion is not the problem. It is a symptom of the real problem – unconscious bias.
Unconscious bias and discrimination are not the same thing. There’s a difference in intent. But we have to be mindful that although the intention is different, the impact is the same. There’s a very fine line between unconscious bias and discrimination. That’s why we have to be aware of our biases so we can check ourselves and course correct.
THE BYSTANDER EFFECT AND HOW TO AVOID IT
The Bystander Effect: When everyone is waiting for the other person to act, we just keep waiting.
Being a bystander is not limited to witnessing an event on the street. There are bystanders in the workplace and on the world wide web.
Click on photo to watch Kelly on 6 in the Mix on NBC.
In the office, I think we can all think about instances where we’ve seen somebody being harassed, or someone telling a dirty joke or an offensive joke, somebody being bullied, someone being spoken down to. In a meeting, having somebody take somebody’s idea and take credit for it. So, you said something in a meeting, and then another person says it and that person gets credit for it.
There’s all these little daily interactions that happen. And either because we’re afraid that if we say something, we’re going to be retaliated against, we don’t say anything, we don’t get involved. Or we’re just like, “Well, it doesn’t involve me. It’s not my business.” But it really is all of our business.
Corporate Career courage Interview: Unconscious Bias & Bystander Intervention
Here are some of the nuggets of wisdom you’ll gain from this interview:
(1) how to navigate the complexity of workplace relationship challenges,
(2) how intervening when you see negative behavior creates a better workplace for everyone, and
(3) the differences between being an ally and being an advocate.
THE WORKPLACE AMIDST THE ME TOO AND TIME’S UP MOVEMENT WITH KELLY CHARLES-COLLINS
Listen to Kelly on Dr. Diane Hamilton’s Take the Lead Radio!
Dr. Diane Hamilton’s leadership radio show includes interviews with some of the most successful entrepreneurs, thought-leaders, authors, speakers, and other individuals who will inspire you to take the lead in your career and personal life.
REAL TALK WITH DR. RASHAD RICHEY
KELLY FEATURED ON GOOD LIFE TAMPA BAY
Georgia World Congress Center HR Star Conference. Kelly debuts NEW book "Ace Your workplace Investigations".
Articles Featuring Kelly
How To Create Effective Online Diversity Trainings
With Zoom, my technology of choice, we have options. In a webinar setting, I can choose for attendees just to hear my voice and see slides, or I can allow them to see me and see my slides. If I want to interact with my audience, I can do a meeting.
“Changing [discrimination against women in the workplace] requires leadership mindset change and buy-in, training — discrimination and bystander intervention training, and policy overhaul,” says Charles-Collins. “It also requires men and women in the workplace to be allies, not bystanders. Inaction is indifference. In our silence lies complicity.”
“I don’t see color,” he proudly proclaimed. I remained silent and allowed him to continue. My silence did us both a disservice. I completely missed a teaching moment. So, here’s my do over.
It’s the same thing with declaring your neutrality when you see something for which you should be saying something. Being neutral disconnects you from your morals and values.
“I don’t cheat to win. I’d rather lose,” said 23-time Grand Slam champion Serena Williams to her male umpire at the US Open. Serena was defending her character and integrity in the face of what she believed was an accusation of cheating.
If you or someone you know was recently fired, don’t despair. It’s easy to feel pessimistic when you’re out of a job, but there are actionable steps you can take to bridge the transition from one position to the next.
Bias against older workers is very common. Here are some telltale indicators that you or your organization aren’t as bias-free as you might like to think.