00:27:42 -Tanya, ODF Admin: Breakout Questions to consider: What experiences can you share that have helped organisations move from understanding that there is a problem, to making real change?​ What practical examples have you experienced that may help organisations design inclusion into the whole system?​ From your experience how can different perspectives be incorporated at the very highest levels of influence? 00:45:34 Manjula Ramprasad: Our group spoke about: Blindness and barriers 00:48:14 Manjula Ramprasad: A quick capture of our points: Inherent barriers to create diversity. Inherent barriers to create diversity Having robust discussions at top level with leadership, understanding at deeper level Context on racism Various levels of comfort Interpersonal views of the leadership Having robust discussions at top level with leadership, understanding at deeper level Context on racism Various levels of comfort Interpersonal views of the leadership to drive diversity… 00:49:06 Satty Misra & Peter Lawrence: We are reading Wilful Blindness as a team by Margaret heffernan 00:50:04 Denise Morris Kipnis: I think it would be helpful to consider how we’re defining diversity, equity, and inclusion. For example, Inclusion requires a change to ways of working, not just (quantifiable) representation and social connection. 00:51:33 Dave Jamieson: Peter, can do high level design from top perspective and do more detailed design at lower levels. So broad structure first then midlevel structure by others joining in. Then job. roles teams , etc including more people 00:52:25 Ian Renner: Strengthening personal networks came up as a way to strengthen DE&I 00:52:52 Julia Flower: Not sure you can design for DEI? However there are mechanisms and design efforts that will enable sustainable, inclusive cultures . 01:01:43 Bruce Mabee: If inclusion is one key element, how might we--in this discussion and its follow-ups--pull in others we do not normally reach in conversations like this? (...and how did Liverpool reach the unreachable?) 01:01:49 Manjula Ramprasad: My experience is not easy to capture the unsaid and unexpressed sentiments of DEEI. Its diff for diff people 01:02:04 Ian Renner: What do folks think of "belonging" instead of "inclusion"? 01:02:15 Manjula Ramprasad: @Ian second that.. 01:02:52 Tanya, ODF Admin: I liked Kathy's comment, it is NOT about tolerance, it is about embracing the differences 01:03:05 Renée A. Freeman: @Ian: They are separate. One does not replace the other. 01:03:07 Manjula Ramprasad: Offlate its being designed as a business case and not purpose case 01:04:35 PIERRE NEIS. 🇨🇭: Question is for what is your organization designed for? An inclusive an progressive organization has commonalities like the absence of authority. 01:08:00 Manjula Ramprasad: @denise wow 01:08:49 Denise Morris Kipnis: +1 Renée 01:08:53 Renée A. Freeman: Full discloser: I work full time in DEIBA. 01:08:56 Manjula Ramprasad: @kathy so so relate and deep 01:09:05 Renée A. Freeman: Largely in the UK. 01:09:19 Denise Morris Kipnis: Thank you, @Manjula 01:10:09 -Tanya, ODF Admin: You can continue the conversation with this team via peter@ai-cm.co.uk 01:10:31 Manjula Ramprasad: Thank you @tanya 01:10:42 Manjula Ramprasad: Thank you Peter, Satty and Bill 01:11:41 Bruce Mabee: Yes, and thanks for bringing it live to Liverpool! 01:11:42 Jodie Walls: Thank you for your input everybody 🙂 it was very insightful 01:11:44 Judit Revesz: Thank you 01:11:58 Kathleen Molloy: Thank you all!! Excellent session! 01:12:50 Sol Accinelli: thank you! 01:12:50 John Ramerman: Thank you!!