Talking about issues related to equity, diversity and inclusion (EDI) can be complex and difficult to discuss, making it hard to have real, honest, and candid conversations. In this interactive workshop, award-winning author and artist Melanie Ho will guide participants through a unique and powerful approach to confronting difficult EDI topics using comics. Participants will learn how drawing can serve as a tool for exploring the concept of intent vs. impact, the business or organizational impact of bias, and how “default culture” affects underrepresented and underestimated groups. We’ll explore the critical role of allyship and actions that all of us can take every day. By the end of the workshop, participants will have gained a set of tools for difficult EDI conversations and will commit to concrete action steps to continue the work.

Learning objectives:

1. Understand the many ways that bias negatively impacts institutional objectives

2. Develop a shared vocabulary that allows team members to feel more comfortable having candid EDI discussions

3. Develop an action plan for your team that balances short-term wins and long-term transformations.

David Foster Wallace’s famous commencement speech “This is Water” describes two young fish swimming along when an older fish swims by and casually asks, ‘How’s the water?’ Once the older fish is gone, one of the younger fish turns to the other and asks, ‘What the hell is water?’ Wallace used this story to talk about how the most important, obvious realities are often hardest to both see and discuss — an apt metaphor for what makes it hard to get to the next level in diversity, equity, and inclusion efforts.

In this workshop, we’ll use the metaphor of the “water” to discuss the hidden undercurrents of privilege and bias. These undercurrents are often taken for granted yet are deeply embedded in our workplace norms and culture. The session aims to spark candid conversation about the 'red flags' that are often overlooked and the actions that can be taken both individually and collectively.

Learning objectives:

1. Examine your organizational culture to uncover the most common 'red flags' of embedded biases in workplace norms.

2. Explore next-level allyship strategies, focusing on proactive and meaningful actions to support and advance EDI efforts.

3. Create a roadmap for continued learning and action in challenging and transforming biases in the workplace.

Leading during times of complexity and rapid change presents unique challenges. Situations can quickly escalate into high conflict, making it crucial for leaders to master the art of facilitating difficult conversations. Leaders seek ways to support their staff at all levels, who must master new competencies when all organizations are already feeling change fatigue and the strain of systemic burnout. In this transformative workshop, we’ll explore the evolving role of leaders and equip participants with the tools for the conflict, complexity, and uncertainty that are necessary parts of true transformation.

Learning objectives:

1. Learn how to provide transparency about uncertainty without fueling anxiety

2. Develop strategies for aligning silos when dealing with numerous moving parts

3. Identify personal blindspots in complexity management, change adoption, and stakeholder mapping