YouSaid · the spoken record

Y-Vonne Hutchinson

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19
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2020-06-13
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2020-06-13
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  1. “That's a really great question. There are a lot of really good resources out there right now circulating in response to protests and the movement happening on the ground. I would first encourage organizations to look there. I think the challenge relying too much on the black voices within your organization is quite often black people do culture work, diversity and inclusion work, and a lot of emotional labor. So if tokenization is something you”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  2. “Me where people are doing the salary transparency around what their publishing deals look like, salary transparency within organizations. White people and non-black people leveraging their privilege and giving folks just access to the internet because quite often we don't know. You know, we don't know how much somebody's getting paid and how much somebody's getting funded. And that's part of the problem. I find those to be to be really, really encouraging.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  3. “Was incredibly harmful to my well being. And I didn't realize that part that was driven by racism until I stepped back and saw it. But I got lucky. I had people who were willing to back me. But I also had a lot of privilege. You know, you talk about those schools and those pipelines, guy. Like I went to Harvard. So, you know, able to walk in a room and check somebody's box. a lot of black entrepreneurs don't necessarily have that. And I think it's a missed opportunity as well. I think a lot of times economic justice is framed almost as charity when we see that the innovation happening in black spaces, creative spaces, quite often it's just not compensated in the same way that it is when it's done in non-black and white spaces. I think there's some positive indications like, I don't know if you've how closely you see on Twitter, but publishing page.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  4. “Yeah, I think it's so interesting when we think about entrepreneurship, particularly as it relates to black folks, because I think when we look at larger black businesses, that picture is, right? I mean, we see consolidation. But we also know that like some of the fastest growing groups of entrepreneurs are black, like black women and fastest growing group of entrepreneurs. But we also our businesses tend to be smaller. We tend to hit a ceiling fairly quickly. We're not necessarily able to stay over the long term. So I think to your point, you know, there is energy there. And I think a lot of people, a lot of black people I've met who are entrepreneurs are actually saying, I chose this path because I no longer want to be in an environment where I feel like it's a racist environment where I feel unsafe because my race or I can't advance because of my race. And that was my story. I left an organization that”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  5. “Transformation, but we've seen some really positive indication. And what I really love about this example is that, you know, this affects people's lives. When a doctor walks into a room and they're aware of their own bias, they're much less likely to treat a patient in a way that can negatively improve. So for me, that's one of my, that's the thing that I reflect back when I think about positive impact that feels really, really strong for me for other organizations that aren't necessarily healthcare organizations on the front lines. We work with a lot of tech organizations. You know, we do see some structural changes, some policy changes. The thing with this work, though, is that it's long and hard. We're seeing this now in the grassroots movement. And it takes time to affect, sustain change. And I'm always very conservative about saying you've done everything you're there, but we've certainly seen positive indications.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  6. “I have a favorite experience, and this is like very, very close to my heart just because I used to work in public health internationally. But we work with a hospital system in the area. And no work environment's perfect. I'm not going to say that they're perfect. But what we did see is we saw dramatic increase in the number of residents from underrepresented groups that went through the program. So when we started it, it was something like 12% and eventually it went up to something like 45%. We saw folks graduating who attended our sessions, who were then bringing our trainings to the hospitals that they were working in. We saw people having really deep conversations about racism and medical bias. And again, the culture in that organization, not perfect. They're in the middle of their”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  7. “I've seen proposals for something like that. And I think we have to be really careful too because sometimes those metrics can push us into tokenism. I think the metrics to evaluate managers are pretty old and closely tied to traditional business outcomes. And while those can be valuable, they don't necessarily reflect all of the aspects of a manager's job. You know, a lot of what a manager does is work with people. So I think to answer your question, no. I've not seen companies do that. I've seen some proposals that would encourage organizations to do that, but I haven't really seen it in practice on the ground.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  8. “Or they don't reward people who do the cultural and inclusion work at their office. And we know the behavior that gets rewarded and the behavior that gets punished or censored is what really forms the culture. You can say words all you want. You can go to all the trainings you want. But if there's no accountability around personal behavior and how we build relationships and how live by our values.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  9. “You've identified. So, for example, if you are, maybe you are getting black people in the door, but they're not getting promoted and they're not in leadership positions. Well, something is wrong with how those people are being evaluated, the assignments that they're given, the mentorship and sponsorship opportunities they have, how they relate to their managers. And this step is not necessarily really easy to solve. It's a lot more difficult to look for this than it is to just survey your office and see how many black people you have there, right? And individually, I would say, you know, a lot of times organizations talk the talk really well. We've seen so many great Black Lives Matter statements and we've seen organizations that have really beautifully written values on their wall. And a lot of times those organizations are organizations that don't hold people accountable when they're harming other people.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  10. “Yes, he is absolutely right. That's a great question. I think we can start with training, but it doesn't end there. So I think self-education is important to your point, understanding the ways in which we all are racist, understanding the way that systemic racism works. And, you know, I work with organizations in the workplace. So we do training on systemic racism at work. What does that mean? How do we understand it? How does systemic racism affect who we hire? Who we promote, the communities that we're embedded into, people's access to even getting to work, what does that mean? But I think that training itself is not enough. And if you really want to tackle systemic racism and you really want to engage in behavioral change, you have to have structures in place in your environment to incentivize the behavior you want and that address the structural gaps that you want.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  11. “Tech companies supporting criminal justice organizations and organizations that are committed to accountability in the police. And what we're really trying to do is build something that feels holistic and informed by community activity. I think quite often it can be tempting for someone to see these marches and say, we're going to start our own thing. And there are people who've been doing this for a really long time. And I think the best use of our energy support their work, to build up black folks locally. And that's the last thing I'll say about it is that black tech for black lives is modeled around the idea that local action can be a catalyst for broader change. And so we're really focusing on Oakland and the San Francisco Bay Area. There are people who are interested in Blackford Tech for Black Lives and other parts of the country.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  12. “Yeah. So I think black tech, black lives, it's about leveraging the black community and allies in tech to push for social change and to create connections between us and the people on the ground, the people working in grassroots organizations, working with the city, the people who've done this work for years locally so that we can leverage our privilege on their behalf. We launched with a call to action essentially for black folks and our allies in the tech industry. We really wanted people to move from words because it's super easy to sign a pledge to actually committing do something. And so those action items that we suggested run the gamut from build more equitable tech companies”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  13. “Well, I think it's partially that I also think that there's a lot of bias in VC. Like we have black entrepreneurs who go to the right schools, whatever that means, who have access to some of these networks. They also don't get funded. So I think in Silicon Valley, there's a culture of pattern matching, which is very limiting in a lot of ways. But when the next Mark Zuckerberg, they don't picture a black kid. you know they don't picture a black woman a lot of times the people that they take a leap of faith on um that they invest in with just a slide deck i i think those days are long gone but the people who they used to invest in with just a slide deck and an idea they weren't they weren't black they looked like those vcs and they reminded those vcs of themselves and and so i think the pipeline and the in-network is part of it but”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  14. “And we leave it. And then two seconds later, we're like, oh, I should have said this, or I could have handled it this way. And that's natural, right? It's because fight or flight and we're not always practiced in how to navigate it. And we don't want to disturb the relationship. That is part of what ReadySet teaches folks to do.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  15. “I think you're right. And I would say it even goes deeper than that. I think if you look at the history of work in this country, it's always been segregated, right? It's always been segmented. And so we're working within systems that weren't designed be inclusive. So even if we have the best intentions, the organizations that we work for, how we structure them, who gets to advance, what's considered professional, how we prove our competency, all of those are biased in some way towards a certain kind of individual. And so we have to undo those biases. And that, and to your point, that process can be really, really uncomfortable. And at Reddy said, we like to say it's like a muscle. We all think we can show up in a moment and be somebody's hero or say the right thing, but we've also all had that moment where we're in an uncomfortable or a weird situation.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  16. “Falling through the box? Where is the culture coming apart? Where is there a lack of communication, a lack of transparency, et cetera? And then based on that, we craft our support for the organization. And that could look like a training, although that would be a training that's customized for them. Or it could be through the provision of advisory support, or it could be revamping, you know, from the top down their policies, their processes, et cetera. It really depends on the client.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  17. “Think very early on we decided we wanted to be a little bit different. So just to kind of set the stage for you, when I started, companies were kind of in the place where some of them recognized diversity and inclusion were an issue, but many of them thought you could solve the issue with like a one-off training, unconscious biased training or, you know, these quick kind of ad hoc initiatives. And we saw that that didn't work. decided we were going to be very intentional about really providing an evidence-backed approach that was customized for the companies that we worked with. So we go in and we took a really close look at what's happening in their organizations. We talk to the people who work there. We look at their policies and processes and we try to figure out what are some strengths this org has for sure? How do we build off of those? But where are the gaps? Where are people?”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  18. “Yeah, I'm happy to. Ready said it's a high touch boutique consulting firm. We really specialize in building human-centric management practices that embed diversity, equity, and inclusion throughout the business”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT

  19. “Yeah, yeah. And I, you know, I talked to my mother the other day who was in Detroit during the 68 riots. And she was like, you know, this feels the exact same, but it also feels different because the people, the diversity of people out in the street look different, you know, and so in some ways, I think we're at a real precipice, you know, we're at a point where we could kind of push for revolutionary change right now, or we can not and deny the power of the moment that we're in. So I'm certainly hoping that it's the former.”

    2020-06-13 · How I Built This with Guy Raz · How I Built Resilience: Live with Y-Vonne Hutchinson · IDENTIFIED FROM THE TRANSCRIPT