Mary Sidney on Extending Grace as We LearnIDEA, which stands for inclusion, diversity, equity, and accountability, at Berkeley Lab is a learning journey with everyone at their own stage of awareness. For Berkeley Lab, IDEA is the beginning of a culture change that will include difficult conversations. Energy Technologies Area’s Mary Sidney shares her thoughts on the journey
Henrik von der Lippe on His Diversity Learning JourneyEmployees at Berkeley Lab are exploring how IDEA - Inclusion, Diversity, Equity, and Accountability - and the principles it embraces are part of our responsibility as leaders and stewards of the Lab. Each one of us plays a role in creating a culture of collaboration and respect. This is a personal journey as much as it is a shared experience. Henrik von der Lippe, Division Director, Engineering, shares his reflections on that journey.
Lawrence Berkeley National Laboratory is committed to conducting groundbreaking research in science and technology, with a special focus on national priorities. As Lab leaders and employees, we are charged to serve as stewards of this enterprise, responsible for ensuring that it remains a valuable national asset. Our stewardship responsibilities extend to the Lab’s research, people, and resources. Visit the Stewardship website to learn more.
This guide is designed to help build understanding and comfort with LGBT issues. If you are new to LGBT issues, it will answer many of your questions. Or, if you have known LGBT people for years and are simply looking to find new ways to show your support, you can skim and take the pieces that are relevant to you.
Increasingly, employees are entering the workplace with gender identities and expressions that may be different from what we most frequently think of when discussing gender. Gender expansive employees – those that do not self-identify as male or female – often challenge existing understanding and norms around gender. These employees may opt to use gender expansive pronouns such as “they, them and theirs” instead of the gendered “he, him and his” or “she, her and hers.”
This two-page handout created by the Lambda Alliance covers how to lead by example, being an ally, creating a culture of inclusion and examples of pronouns.
From the Harvard Business Review, this podcast discusses the the workplace experiences of people who identify as trans, nonbinary, genderfluid, butch, or gender-diverse in some other way and gives advice to managers and peers on how to be respectful and supportive of gender-diverse colleagues.
The Employer Assistance and Resource Network on Disability Inclusion's (EARN) "Primer on Disability Inclusion" helps employers understand that taking steps to recruit, hire, retain, and advance workers with disabilities can benefit their businesses. It includes research and resources for employers who are looking for general guidance and background on the what, why, and how of making an organization more welcoming and accessible to applicants and employees with disabilities.
PsychArmor’s short, self-paced videos are great resources for employers who are invested in veteran talent. They partner with nationally-recognized subject matter experts to create and deliver high-quality courses about issues relevant to the military and veteran communities. These online courses cover a variety of topics, including how military training endows veteran with skills and leadership traits that make them an asset in the workplace. Other courses cover topics such as: reviewing resumes, interviewing Veterans, and creating a work environment that supports veteran employees.
Dr. Steve Robbins, a leading expert on diversity and inclusion (D&I), came to Berkeley Lab in 2017 to kick off a yearlong discussion about inclusion. His presentation drew on the areas of cognitive neuroscience, communication, and social psychology to help us better understand how implicit biases—underlying biases of which we may not be aware—affect decisions and behaviors in hiring, promoting, and providing career development. He also shared his insights on insider/outsider culture, and how D&I efforts can be categorized as “social safety work.” His visit was part of Berkeley Lab’s D&I strategy to enhance leadership and staff awareness, and to foster a more respectful and inclusive workplace.
The subject of race can be very touchy. As finance executive Mellody Hobson says, it’s a “conversational third rail.” But, she says, that’s exactly why we need to start talking about it. In this engaging, persuasive talk, Hobson makes the case that speaking openly about race — and particularly about diversity in hiring — makes for better businesses and a better society.
Being color brave means having candid conversations about race that can help us better understand each other’s perspectives and experiences so that we can make better decisions and secure better prospects for future generations. This discussion guide can be used in large and small group meetings and events to generate dialogue and self-awareness on ways to become more color brave.