IT WAS ABOUT RACE. OR WAS IT? FOUR APPROACHES TO THE RESPONSE

ROBIN ELY 1. MEET W/ HOPE AND DILLON 2. HAVE EACH TELL THEIR STORY, IN HISTORICAL CONTEXT 3.DESIGN AND IMPLEMENT AN ORGANIZATIONAL RESPONSE - GOAL: LEARN TO DISCUSS FUTURE EVENTS OPENLY AND CONSTRUCTIVELY –CULTURE AUDIT –FACILITATED DISCUSSIONS W/ EE GROUPS ABOUT THE FINDINGS –W/ LEADERSHIP PARTICIPATION, LEGITIMIZING AND ENCOURAGING THE DISCUSSIONS –TIE THE EFFORT TO THE FIRMS WORK

VERNA MYERS HOLD A MEETING W/ H AND D. NO AGREEMENT IS NEEDED HERE CULTURE AUDIT TO SEE THE EXTEND OF RACIAL BIAS IN THE FIRM FORM A TASK FORCE TO EVALUATE THE FIRMS POLICIES AND PRACTICES FOR INCLUSIVENESS DISSEMINATE THE FINDINGS OF THE TASK FORCE TO THE FIRM IS THE LEADERSHIP UP TO THIS CHALLENGE? ARE THERE ADEQUATE SUPPORT GROUPS FOR IDENTITY GROUPS?

JOHN BORGIA EXAMINE CLIENT ENGAGEMENT POLICIES FROM THE PERSPECTIVE OF RACIAL BIASES REVIEW AND REVISE POLICIES TO REDUCE BIAS H&D EPISODE IS A NON ISSUE FIX SUNDAY SECURITY ISSUE USE DILLON IN SHAPING THE FIRMS ORGANIZATIONAL RESPONSE

JEANNETTE MILLARD HOLD A MEETING W/ H &D ACKNOWLEDGE THE LARGER PROBLEM MAKE SINCERE AND PUBLIC COMMITMENT TO REMEDY THE SITUATION KEEP TALKING TO EEs TO HELP THEM SEE THE MAIN CHALLENGE IMPROVE SECURITY COMPANYWIDE PLANNING FOR CHANGES IN STRUCTURE, STAFFING, ENGAGEMENT POLICIES AND PRACTICES MAJOR LONG TERM INTERVENTION. COSTLY AND TIME CONSUMING