As we worked through the diversity and inclusion course, here are five ongoing questions that you can think about as you confront the diversity challenge, which will continue to shift and change as the environments in which we work shift and change. All of the HR systems from recruiting and applicant tracking, through development and looking at talent that is even consider high-potential, has the opportunity to be inclusive and exclusive. Our role is to be vigilant to make sure our current systems are inclusive and we built in safeguards for checking and reviewing off processes and systems. If we take the high-potential example, talent that you find to be able to take on those next levels, expand their roles and perhaps even be promoted. We need to be thoughtful that, the high -potential criteria we're using is really inclusive. We're not just looking at those students that come from a particular university. We really want to say how do we build into that diversity of all types, this just one example of a system that we use in human resources. The first question to ask is, was your processor approach designed and executed with inclusion in mind? Like most of us that are in the HR field, we inherit in those organizations we work for, we inherit those processes and approaches that were designed to eight years ago. Then at the time they were being implemented were probably state of the art. But are they down, do they really work? Are we thinking with a inclusive mindset? Are we doing anything that may not or may somehow disregard some of the folks in populations that we serve in the communities that we support? Second question, who was the process design by, for, with and without? If we take the same example from earlier, the high-potential. Who was this being designed for? Was it a very sort of selected set of criteria? Is it time to open up that criteria? Was it done with and without? Who was on that group? Who was on that committee of people that looked at those particular criterias? This could be an opportunity for you to say, we need to expand our thought process here to be sure we are being as inclusive as possible. That we're not excluding any talent because of our own biases in our own effects in terms of how we think about high-potential talent. Question three, who benefits from this approach? We want to be in mind for who we are trying to include, making sure that there is no one we are excluding who might be disadvantage. If we use our high-potential example, someone who might be disadvantage would be somebody who maybe doesn't even have a college degree. Because we're looking at criteria that only includes for high-potential, those at college experience or college degrees. That might be very limiting, and we may be taking out of the mix people who could be really effective at moving upwards and with a little extra help and support. But our bias about, you must have a college degree, for example, might be limiting on the opportunities. Question number four. How could the process be redesigned to reduce bias, discrimination, and inequity? As we've gone through the content of this course, looking at all the different kinds of bias that affect every aspect of our HR processes from the way that we recruit, all the way through the entire employee on-boarding and developing process and look at the way from a talent, it's really important to take a look back each of those systems. Who are some of the folks where you can create an opportunity to have a dialogue with hiring managers, with stakeholders. Start to really put a face and an idea behind what bias is and the role that it plays. That we're looking at making sure the processes that you all are using are as bias-free as is possible, which of course takes us down to the opportunity to not only reflect who in the communities that we serve. Who is in the population that reflect the clients that we have. There was a nice diversity of people that support the work that we do. Our fifth and final question is, what future inclusion or biased scenarios might impact current systems? We don't know what's going to happen in the future. At the top of January 2020, nobody even knew what Covid really was like. That is then Covid -19. What is that? It now it has completely shifted across the world and certainly across the USA, the way in which we are currently working. We don't know the things that are going to come our way, but we do have to ask ourselves, what is the impact? Especially, when we look at inclusion, honest on a scenario such as this. In a very distributed workforce right now, we have people working out of their homes. Obviously, some companies are doing hybrid, whether in the office just a bit. What is the impact to that? What happens in terms of the inclusion process? Are we excluding people? Do they feel marginalized? Are they filling when they're just known as connected to the organization? Because we must connect via zoom or phone calls. What is the impact of those things? Nobody knows what tomorrow is going to bring, but it's an interesting activity for you and your team to do a little scenario planning and to say what are the things that could be around the horizon that we can look at now, just to be thinking about so that we're sure we are thinking also with very inclusive and diversified mindset. What's your call to action? Here are some thoughts as you think about where you want to be going as you work through the whole bias and inclusion and how do we diversify our workforce? One, who can support you as you review processes and systems to mitigate bias. I really encourage you to be creative here, not just thinking about those of us that work in and around the HR group, but who are other key stake holders and department heads and people who really may have an interesting take, especially those who may represent a minority group or somebody who's not as represented in the organization. What are their thoughts? Two, how can those who are on the frontline provide input? I'm a big believer of those who work at the frontline, especially those who have contact with our customers and have to manage through the processes and systems that we've put in play as an organization. They have a lot to share and it's important that their voices heard. We not only get great data, but it's a great engagement thing to say. We really want to know, you have to say about the fallen. What are your thoughts? Three, what are some probable business outcomes that could occur when you reduce bias and exclusion from processes. By definition, the idea is that we are getting a much better open ideas from people about what they think are ways for our businesses to be better and to be able to proceed. We also need people that are flexible and who can shift and change with the many changes that are being asked of us. When you look at the outcomes, we're looking for innovation and flexibility and how we meet our customers and clients in an even more productive way. Finally, how can you leverage those probable outcomes to obtain stakeholder or leadership support? I'm also a big believer in the business case. If we create the business case, and these are reasons why if we do these different things and intervene and really take a look at how we open up our mindset about our own biases, who we hired, the way in which we asked for feedback. All of the things we're speaking to in this course, there are the probable outcomes are very positive we broaden and opened up those areas to become a much more competitive company, more innovative company, a company that holds onto their talent. People are really happy to be here and provide great ideas in, are really committed to the work we do. Those are thoughts as you go forward. What's your call to action? Such a great quote by Liz, diversity is having a seat at the table. Inclusion is having a voice in belonging, is having their voice be heard. I hope you can see that throughout the course to date, that belonging thing is such a critical and important aspect of diversity and inclusion. When I feel like I belong with the scoop on I'm connected and you will allow me to be who I am. I don't have to be hidden or have to wear a mask if you will, than what I'm going to give you is going to be so much richer than when I don't feel that I belong or I don't feel included.