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I felt so uncertain and timid about applying for this program. I'm so glad I mustered the courage to do it!

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It's been interesting to me, as I tend to process big ideas through *reading* and not as often through *conversation*- this workshop has been very conversation and reflection driven. I will certainly still do some reading, but this was a good way to dig in to some of the big concepts of leadership

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I have not fully considered ALL of my stakeholders...I need to have some good conversations...

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I'm thinking about how much more confident I feel about doing this project...and a lot of it is thanks to the new connections that I'm making here.

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Are we sure we know what he's feeling? (or thinking)

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I am still thinking more about what “makes” a leader; I think it entails having “followers” and being part of a group that is working together. And then: what makes ME a leader? And then even more: what would make ME a GOOD leader?

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The last few days have made me feel more confident with how to address my project (and other DEI related items). Knowing there are others I can ask for help as questions arise as well as having a bunch of takeaways from this program has really strengthened me as an individual doing this work.

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Apologize to Roberto for being quiet in the meeting. Listen. Describe how I propose to discuss the situation with David and ask if that meets with his approval. Listen. Describe how I plan to improve my ability to facilitate meetings.

Now go forth and make good on that. Talk to David. Talk to my local DEI officer. Depending on the type of project I have, consider bringing in my local DEI officer to talk to my team.

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How do I sit with the new level of power I would have by doing this? How do I sit with being The Person Doing This Thing?

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I’d need to have a few conversations. One, with Roberto. I would acknowledge the inappropriateness of David’s question and apologize for not speaking up in the moment. I would want to take accountability for my part in not stepping in and offer to address the situation with David and the team, working with Roberto on what the next step might be.

I would also expect to have a conversation with David about the inappropriateness of his question and explain the harm done by burdening those in marginalized groups for “solving” and “explaining” inequity.

A conversation with the larger team is also warranted, to establish norms about shared responsibility in addressing DEI in our projects and that it is unacceptable to ask anyone to speak as a representative of those we are seeking to support.

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First of all, I hope I’d have done better in the meeting! A “Whoa, dude, Roberto’s Roberto, not generic Black people!” would have been my first inclination.

If anyone has better responses, I'd like to know them.

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1. Acknowledge the impact (Not downplaying the situation)
2. Reach out to Roberto privately.
3. Address the group about this issue.
4. Raise awareness/Educate
5. Foster opportunities for dialogue that address biases.
6. Advocate for DEI!

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You are leading a meeting of your project team. The team is discussing the small numbers of people of Color participating in your project. David, who is White, asks Roberto, who is African American, “Why are so few Black people interested in this?” Roberto appears agitated by this question and grows silent. When the meeting is over, he returns to his office and shuts the door.

What would you do?