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Continued Lunch and Learns

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I want to be sure the work continues in all departments

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Continue trying on new ideas and treating each other with respect and compassion.

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I dream of lunch and learns in person... with tacos.

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I dream of lunch and learns in person... with tacos.

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Leadership must intentionally and deliberately work to listen and build trust.

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I want to stop experience gaslighting with managers when I showcase how CapRadio's systems have harmed me and my work.

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continued training for managers

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I'd like CapRadio to find ways to connect people from different parts of the organization so we can continue to get to know each other as people.

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Provide managers tools to truly empower staff and not micro manage

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material support for EDI work, follow-up to promises and statements

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I don't know what format would be good, but the discussions in the breakout rooms have been great and a lot of learning has happened there. It would be great to have continued sharing and discussions with those who feel comfortable

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I hope we can answer "why?" with all the decisions we make

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more sharing of people's stories - affinity groups?

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I want CapRadio to uphold its values and hold people accountable for their harmful behavior. This includes behavior that has occurred in the past, but folks have been continued to have their titles changed/grow, have projects approved, etc.

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Use the shared language and takeaways from lunch-and-learns as we reflect and improve interactions within our organization

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Equity is also tied to pay. We should all be getting higher wages.

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bring forth the responsibility in each of us to keep learning, and give grace to each of us
as we trial and error and improve

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staff empowerment - not only leadership

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Ongoing (monthly?) conversations in the newsroom that examine successful examples of reflecting our diverse community in our coverage, and discussing ways we can continue to improve

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Investing time to understand who we are and where our biases may lie, what we need to learn to be better, empathic colleagues and understand our intentions before speaking and/or acting.

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Certain groups are favored, and I would like those groups who say they care about EDI to actually do the work in de-centering themselves to help address/build/sustain an equitable workplace.

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Actions Speak Louder than Words and Committees

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Catching up with other stations that have unions. Why don't we have one?

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360 surveys can help each of us learn about our blind spots, and grow personally and professionally

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I'd like to see some tangible progress reports to show how these sessions are having a meaningful impact on hiring/advancement/salary/etc

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I want EDI to be a continuing topic at staff meetings, weekly updates, dept meetings, etc.

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I want EDI to be a continuing topic at staff meetings, weekly updates, dept meetings, etc.

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We're all people - adults in fact! - respect & trust come from consistent communication with one another individually. It takes time to commit to that and it's worth it. "The hard conversations" whatever those may be - won't appear that way after creating that habit.

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i don't think we are at a point where complacency should be accepted

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I want us to have honest conversations about how we've been complicit in causing harm, including/especially managers.

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Love the personal connections created with these meetings.

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Love the personal connections created with these meetings.