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Hi, my name is Pamela Hutchinson
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and I'm the Global Head of Diversity & Inclusion
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here at Bloomberg.
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And I'm pleased to be moderating
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Boston Consulting Group Sponsor Spotlight session
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on reinventing gender diversity programs
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for a post-pandemic world.
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Joining me today in conversation is Gabi Novacek,
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managing director and partner
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at the Boston Consulting Group.
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Gabi and her team are researching
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an entirely new approach to workplace DE&I programs.
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Gabi, a very warm welcome to you today.
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It's great to be with you, Pamela.
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So, let's just dive straight into it.
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Look, I've been reading with immense interest
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the research that you've undertaken,
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which has led to you reimagining
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gender diversity programming.
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So please, share with us
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why you believe we need a different approach now.
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Yeah, for years, we've done exceptional work
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driving DEI in the workplace,
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and we've done it by really focusing on mitigating bias
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on striving for equity of opportunity
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on increasing representation.
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But what we've missed is the other half of the equation,
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which is that we have agency,
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we make choices to come to work,
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to stay with our employers, we're motivated or we're not,
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and we've never really solved for that half of the problem.
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And the pandemic just shone a bright light on that gap.
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And especially as we're now coming back
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to the workplace and we're seeing the great resignation
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or I've heard it referred to as a post-traumatic
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kind of growth experience
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that we're collectively going through.
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We're acting on that agency.
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And if there was ever a time to say,
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"I need to influence
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how my employees experience the workplace
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and the decisions that they make about their career,"
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this is it.
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And that has to come in the context of a reframing
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of how we approach diversity, equity, and inclusion.
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Thank you.
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So, let's explore that just a little bit further,
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because I know that our audiences will be keen to understand
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the how,
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how can organizations practically address the needs
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and motivations of women in the workforce?
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So the way I would think of it
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is just like you might pick a particular brand of cereal.
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You come to work every day
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and say there are a set of needs
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I'm looking to resolve.
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Some of them are very functional.
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I need a paycheck, I need benefits.
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And some of them are more emotional in nature.
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I need to feel respected.
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I need to feel valued.
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I need to feel more secure.
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And the unlock is for companies to really understand
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what that set of needs are
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that their employees are solving for.
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And to rethink the way that they develop solutions
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such that they're really targeting those needs.
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Many companies solve for the functional side.
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They get at the better pay, they get at the maternity leave.
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They often neglect the more emotional,
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and that's where we really need to think about things
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like what we celebrate, leadership behaviors.
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How do I actually experience
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when I take advantage of some of those programs
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that may have been made available to me, etc., etc?
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And that's where the hard work really starts to kick in.
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So, what's next for the research?
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I can definitely see parallels
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with other dimensions of diversity
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or indeed informing DE&I programs more broadly.
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What's next?
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It's an exciting time.
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We started with a focus on women
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and we're in the process of expanding that research
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across multiple countries around the world,
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recognizing that kind of the inherent cultural context
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is really different from geography to geography.
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We're also expanding as you know, across diverse cohorts,
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whether it be LGBTQ or people of color
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or individuals with physical disabilities,
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the patterns remain consistent.
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There's a real need to solve for for those underlying needs
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that are shaping decisions.
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And then of course, as we think even more expansively,
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we start to find these connections
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that exist across different demographic cohorts
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inside any individual company
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and starting to build those bridges.
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Whether you say there's a caretaker need
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that sits across men, across women, parents,
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those taking care of spouses or elderly parents,
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they share a lot in common,
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and we can actually start to think
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much, much more holistically
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beyond those those demographic boxes
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that we've put people into
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about how our programs,
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our efforts can be much more efficacious
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across a broader segment of the workforce.
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Thank you.
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Look, it's a pleasure talking to you, Gabi.
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I could sit and talk about this for much, much longer.
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You've heard about it here today.
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Please do go check it out.
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The research is fascinating.
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Thank you so much for sharing this with us, Gabi.
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Thank you, Pamela.
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It was a pleasure.