Creating Inclusive Teams

August 28, 2023

Information

Darin Latimore, MD

ID10669

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00:00So all that my colleague just said about me,
00:04Forget it. This is the real
00:07Darren Lattimore on the screen.
00:08This is what's actually important.
00:11As the Deputy Reverse Equity inclusion,
00:14I want to be very clear that I am
00:17here for each and every one of you.
00:19Unfortunately, many times people will think
00:21that I'm only here for certain identities.
00:24Please, please leave that at the door.
00:26If you feel that you have ideas on
00:28how to make this a more inclusive
00:31environment for all, come visit me.
00:33If you feel that we have some work to do
00:37to make this a more inclusive environment,
00:39please, please, please come visit me.
00:42Do not, do not,
00:44do not experience inappropriate
00:46behavior in isolation.
00:48There is no need for that
00:53if you guys are old enough and I'm
00:56dating myself to remember Superfly.
00:58Yes, my father literally walked
01:01through life with that persona.
01:03And if you know anything about the
01:05religion of Jehovah Witnesses,
01:07very conservative.
01:08How those two got together talking
01:10about opposites attracting, but they
01:13came out with three beautiful children.
01:15Next slide please pull out
01:18your phones for me.
01:20You can do this one or two ways.
01:21The easiest way is to take
01:23a picture of the QR code.
01:28Are
01:38we ready? Yeah, if everybody's
01:40hold on, I see a couple
01:43people still taking pictures.
01:44Is anyone having difficulty
01:45getting in? Just need like
01:50a minute or two.
01:51OK. Next slide please.
01:52So for the next set of questions,
01:55I want you to think about the
01:57last 2-3 years of your life,
01:59be it and whatever what you call
02:01your science or your clinical work,
02:03whatever that looks like,
02:06whom did you collaborate with?
02:08And I want you to create
02:10a visual for yourself.
02:11What were their identities of
02:13whom you collaborated most with
02:16over the last two to three years?
02:18And now I'm going to ask
02:20you a couple of questions.
02:21Next slide please.
02:23So for the very first one,
02:25I want you to create a word cloud for me.
02:28Now let's leave those people that are leaders
02:32whom we couldn't wait to get away from,
02:35Let's leave them on the bench.
02:37Let's think about the
02:39leaders who inspired us,
02:41the leaders who helped us get to the
02:43seat that we are sitting in now.
02:45What were their traits?
02:47What were their attributes?
02:49How did they communicate?
02:52And you literally will type in your phone,
02:55one word answers.
02:56You can type as many as you
02:57want and then hit enter.
02:59And we're going to create a word
03:01cloud as to the group's ideal leader,
03:04what does that look like,
03:05feel like to you?
03:11So please, please hold on to
03:13these words. Matter of fact,
03:14you may want to take a picture
03:19because my goal for the next 30 minutes
03:21is to to basically encourage you to
03:28realize that you are now that leader
03:33and to remind you what actually
03:36a true leader feels like.
03:43Supportive, Responsive.
03:46Collaborative. Kind, inclusive,
03:50transparent. Any of those words,
03:52any of them are they I words,
03:58not a single one of them.
04:01So being a leader is not about you,
04:02a really good leader.
04:06It's about the we and the team.
04:11Next slide please.
04:15I only want people who
04:17identify as women or nonbinary.
04:19To answer this question. Again,
04:21go back to the last two to three years.
04:23Who are your main collaborators
04:25in your science?
04:26Whatever that looks like?
04:28Only women in the room answer,
04:29please. Or nonbinary.
04:30Were they the same gender as
04:33you or a different gender?
04:40Men. Everybody.
04:42Actually, everybody.
04:43Look at this picture.
04:44So we got for women.
04:47I'm not 29% says this is true.
04:5071% says it's not true for women.
04:53Next slide, please. Men only
04:57your main collaborators of
04:58the last two to three years.
05:00Same gender as you.
05:02Different gender than you.
05:07How does this work?
05:14How does this work?
05:17Next slide, please,
05:21everyone from your perception of
05:25other people's identities, same race,
05:28ethnicity as you, different. And again,
05:30I'm talking about your main collaborators,
05:32people you work the most closely with. Oh, I
05:37love it. I guess I can sit down.
05:42And then last question for you,
05:45again, making some assumptions
05:47about people's political beliefs,
05:49most of your collaborators, do you believe,
05:52hold the same political stripes
05:54as yourself or the exact opposite.
06:01So just based on what we've seen,
06:05how truly diverse are collaborators?
06:11I know if we were, if I asked the question,
06:13oh, I work with very diverse groups of
06:15people is the answer that I always get.
06:20But based on what we've
06:21just said to each other,
06:24is there room for improvement?
06:27Next slide please. And I'd like
06:29to take over at this point. I
06:39turned it on. That'd be helpful, huh?
06:41OK, I'm using diversity in a very,
06:43very broad way. I am not looking
06:46at it on any specific identity.
06:49I'm thinking about it in the way
06:51we actually think and process.
06:53Now those are actually very much
06:56dictated by our experiences.
06:58So there is a very strong correlation
07:00between our identities and our
07:02cognitive diversity and our honesty.
07:04But I don't want us to be limited or bound
07:08by what we call boxes of identities.
07:14Why is this important?
07:15Now, I'll be honest with you, there is
07:17literature that's all over the board,
07:19and we can have a conversation.
07:20Why some literature, which I'm going
07:22to show you just one sampling says the
07:25diversity actually leads to excellence.
07:26And then there's other literature that
07:28says it's neutral, and in some cases
07:31there's literature that's harmful.
07:32Again, if we want to have a conversation
07:35about why I think the neutral and harmful
07:37are wrong, I'd be more than glad.
07:39But at the moment I'm going to
07:40harp on the positive.
07:42So this study, which is a recent study,
07:44looked at publications from across
07:47the country, and you can see they
07:49looked at quite a few publications.
07:51What they were looking at was
07:53the authorship and the gender.
07:55And this,
07:55it's a more than one system that
07:57you can use to determine a person's
07:59gender based on their names.
08:01We can have a conversation about
08:03the appropriateness of that,
08:04but that's how it's done.
08:07And what they were trying to
08:09figure out is if the authorship is
08:12all one gender either direction,
08:14does it impact or correlate,
08:16let me restate that,
08:18correlate with novelty and they're
08:21using novelty very specifically here.
08:23And that is,
08:25are you pulling different concepts
08:29together instead of concepts that have
08:31historically already been matched together?
08:33And the way they come to that conclusion,
08:35which is how it's done,
08:37is looking at who or what you're
08:39referencing and how often those
08:41references are combined in the past
08:44versus is this a novel combination.
08:46And then the second thing
08:48they looked at is citation,
08:51was this publication in the top 5%
08:55or not for that particular year?
08:57And then they averaged that over time.
08:59And then what they really just wanted
09:02to see is does gender diversity team on
09:04the team correlate in any way up down
09:07the sideways with those two things.
09:11And what they find 1st and most important,
09:14which is a wonderful thing is that
09:16gender diversity of teens actually
09:18has improved significantly over the
09:19decade in which they actually studied.
09:21But having said that,
09:23as our own little audit of
09:26ourselves clearly showed,
09:28we still have a lot of work to do.
09:31Women are still not invited on
09:32teams of men in the proportion of
09:35which they are in the environment.
09:37So as you are thinking about your teens,
09:40be very cognizant of who is
09:43being included and who is not.
09:48They also found mixed gender teens actually
09:50came up with more novel mixed gender teens
09:54actually came up with cited more often,
09:56and the closer to parity that you have 5050,
10:03the more novel, the more citations.
10:10What they also found is that the
10:13more mixed gender that you had,
10:15you ended up with diversity,
10:17bringing diversity and as you
10:21can see that correlated with
10:22multiple different diversities,
10:24including actually having more
10:26diverse expertise on your team
10:29instead of duplication of the
10:31same expertise on the team,
10:33which is very common.
10:34When we ask people whom we
10:35know and are very comfortable
10:36with to be part of our team,
10:46I could cite you and which would
10:48be older studies looking at race,
10:51ethnicity in the very same way,
10:54and you will find exactly the same thing.
10:57Authorships that are more diverse,
10:59racial and ethnically have higher H
11:02indexes and have higher citations.
11:08But having said that, again in that
11:10study too showed we are much more likely
11:14to author with people of our own race,
11:17ethnicity out of proportion to the
11:20availability of diversity within our spaces.
11:23So again, be very thoughtful about
11:26who we're collaborating with and why.
11:29Is it really, truly for the right
11:32reasons or is it out of comfort?
11:34And what is familiar,
11:39diversity increases perspectives.
11:42Again, cognitive diversity,
11:45which aligns very much with experiences,
11:48leads to more perspectives.
11:52It can be uncomfortable,
11:55but diversity disrupts group thinking.
11:58That needs to be managed.
12:00I'll be the first one to say,
12:02but that disruption slows us down so
12:05that we're actually way more analytical
12:08about what we're talking about and
12:11much less likely to actually make
12:13mistakes or go down the wrong path.
12:15Again, that is the value,
12:18quite frankly, but I must admit,
12:21if not managed by the leaders in this room,
12:24can be messy
12:27networks.
12:32Each of us has a very individual network.
12:35But in our honesty, if we're honest about it,
12:38our networks tend to be people very
12:41similar to ourselves, based on gender,
12:44based on race, ethnicity,
12:46based on political beliefs, etc.
12:49So when you bring more
12:50diverse people together,
12:52the accumulative network is much
12:53broader than when you bring people
12:56who are very similar together.
12:58The networks have
12:59significant overlap, usually
13:07going to come inward, focus a little bit.
13:10So inclusivity, a goal of the institution,
13:15the goal of the School of Medicine
13:17and definitely a goal of my office.
13:19A couple, I'm just going to give you a couple
13:21of examples with what our officers doing.
13:22The institution and the school are doing,
13:24many, many more things.
13:25But I just want to make sure you as
13:28new faculty know about a couple of
13:31opportunities if you are so interested.
13:33So the first one is more minority
13:37organization on retention and expansion.
13:39It is a organization for faculty
13:42members who actually identify with
13:45or allies of people who identify
13:48as underrepresented in Madison.
13:50If you are either of the above,
13:52I would strongly advocate that you consider
13:56coming to the reception on the 17th.
14:00As you can see from the picture,
14:01about 150 people show up.
14:04There is no better networking
14:06session that you're going to attend
14:08at Yale School of Medicine.
14:09I'll be very honest with you,
14:11there will be learners there.
14:12There'll be faculty there,
14:14there will be leadership there and there
14:16will be community who are not Yale there.
14:19Again,
14:19will strongly advocate the two cochairs,
14:22and I apologize this is
14:24not showing up correctly.
14:26Are shown there and if you
14:27have any questions,
14:28feel free about the organization itself.
14:30Reach out.
14:32Committee on the Status of Women
14:35in Medicine and Science Swim.
14:39Every department has a swim liaison,
14:42so no matter which department
14:45you're stepping into,
14:46if this is of interest to you,
14:48please reach out to your liaison
14:50and they can actually give you a
14:53good idea of all the activities.
14:54The two cochairs are there.
14:59The Deans at Wow,
15:01this is not showing up, right.
15:03The Deans Advisory Council on
15:06LGTQI Plus Affairs, which we just
15:09called DAC has multiple subgroups.
15:12This one, although it is run by faculty,
15:16learners and staff are part of this
15:18one versus the two I just said,
15:20which are just purely faculty
15:25and the cochairs are there.
15:29How off the presses, Haven't even
15:31had their first meeting yet.
15:33The Asian Faculty Association at Yale.
15:35Now this is a university wide association.
15:39The ones that I showed you before
15:41were Yale School of Medicine centric
15:45and I'm going to apologize in advance.
15:48Young Lee and Jin are the two Co chairs.
15:52Again, this one's hot off the presses,
15:53so if you are all interested in learning
15:56more, please reach out to them.
15:57They know I'm saying their names out loud,
15:59so they'll be expecting emails.
16:02There is one more group
16:04which is much more informal,
16:07doesn't have a website and therefore I'm not
16:09going to show the pictures and everything.
16:11But I do want you to know also if you happen
16:14to identify as part of the Jewish community.
16:17We do have a Jewish
16:19faculty organization also,
16:20which I had dinner with
16:21the leadership yesterday.
16:22And if you reach out to me,
16:24I will be more than glad if this
16:26is something of interest to you
16:27to connect you to the leadership.
16:29Again, it's forming,
16:30but I do think that if you're interested,
16:33something to get on the ground
16:36and help organize SO leaders,
16:41how does that feel? How does that land
16:45orientation? Don't even know the
16:47bathrooms yet and I'm calling you a leader
16:52where you are. Each and every one
16:56of you is going to run a team,
16:59be in the clinical setting,
17:01be it a research team, be it education.
17:06Each and every one of you,
17:08as you walk down the halls,
17:10as you opine about whatever it is,
17:13you're going to have people looking
17:16up to you and modeling from you.
17:20Be it something positive that
17:21you said and encouraging or
17:23be it something negative.
17:25But everything that you say and
17:27do will be observed and modeled
17:33list. I'm sorry. Take a look in the mirror.
17:39Most of us had great mentors.
17:42Our science taught hobby clinicians
17:44taught us how to educate.
17:47The you of us have had mentors
17:49to teach us how to be a leader,
17:51which is an extraordinarily
17:53different skill set. Remember
17:57that cloud that we made that I asked you
18:00to please take a picture of? Nobody did.
18:05In the privacy of your own home.
18:08Look at it. Which are the skills that
18:11you already in bed and you're strong in.
18:14What are areas that you have a little growth?
18:19Just like you needed a mentor to get
18:21your science down and your clinical down,
18:23you may need help to actually
18:26get your leadership down.
18:28In many cases, it's a mentor.
18:30For many of us who are in leadership,
18:33we have an executive coach.
18:35But we have somebody to help us become
18:37the leaders that each and every
18:40person in our environment deserves.
18:46Listen, it's so awful.
18:49We become leaders.
18:50We think we have to know
18:52the answer to everything.
18:53We can't take any time to think.
18:55We just got to act.
18:58Amazing how much you are when
19:02you listen, Smart Man said.
19:04When you talk, you're only
19:06repeating what you already know.
19:10But when you listen, you may
19:12actually learn something.
19:18Again, I've parked on this already.
19:21Be very, very thoughtful when you're
19:23creating new collaborations with
19:25who you choose to collaborate with.
19:27Are they bringing you expertise?
19:31Are they bringing a different skill
19:32set or way of thinking about things?
19:34Because even that diversity.
19:35People who are more verbal versus visual,
19:38People who are more
19:40analytical versus intuitive,
19:42that diversity within itself actions
19:44also be shown to lead to their outcomes.
19:47Or are you bringing people in because
19:49you feel comfortable with them?
19:59Mentorship. Sponsorship.
20:00Anyone who talks to me more
20:01than 5 minutes will hear
20:03you talk about sponsorship.
20:07Again, as leaders, one of your major
20:09roles is to bring up the next generation
20:12and it helped them reach their goals.
20:15And again, I know for many of you who
20:17have not been here more than a day,
20:18but know the bathroom is,
20:21but the moment you form a team,
20:24people will be looking up to you.
20:27And part of that looking up is
20:29because they want to be you someday.
20:31Why I talked about this is,
20:32again, the data will show we're
20:34much more likely to mentor and
20:36sponsor people whom we see them in,
20:39us or us and them,
20:41I E people who are similar to us.
20:45Make sure whoever is on your team,
20:48they're getting equitable mentorship,
20:51equitable sponsorship,
20:52so that everybody on your team
20:56has the equal possibility of
20:59actually achieving differentness.
21:10When is the version on
21:10the team actually most important?
21:14Is it doing that Monday task?
21:16Is it doing that simple
21:18thing that one expert can do?
21:20Or is it when the brainstorming happens,
21:23when the problem solving happens?
21:26Actually, the diversity on
21:28the team actually is most
21:29beneficial in the brainstorming,
21:31the problem solving when you
21:33really want all ideas on the table.
21:38So you have to be sure that you're
21:41created for your team and environment
21:44that is psychologically safe.
21:47So when they're most minoritized in
21:49that space, marginalized in that space,
21:52stigmatized in that space,
21:54feels that they actually have a
21:57voice and they can contribute.
21:59Otherwise, it's toughenism.
22:08The most effective teams actually the
22:10teams that actually have a spirit
22:13of collaboration and the weak is
22:15the keyword versus individual eyes.
22:18So the more you can make create an
22:20environment culture within your team
22:22of collaboration and working together
22:24and that there's a higher purpose and
22:26their individual part of the project,
22:29the more you can remind your teams of
22:30that the better your outcomes will be.
22:37I'm not going to speak to the
22:38citizens of this because my dear
22:40Carla colleague who's going to talk
22:41next is going to talk in great depth.
22:43But what I am going to say
22:490 tolerance. If you really
22:53want a high functioning team,
22:56you cannot have toxicity.
23:00So often we find reasons to excuse
23:02toxicity over there are high achieved.
23:04Oh, they're really productive.
23:06Oh, they're just young.
23:10I can assure you more than just the
23:12individual and the person that's
23:14the recipients of the toxicity
23:17are affected by the toxicity.
23:19Here's a cancer that will affect
23:22your entire team and will decrease
23:25collaboration and communication.
23:27You are the leader.
23:29You set the tone,
23:31you set the culture and I beg you to
23:34set it as a no tolerance period so that
23:38everybody on the team, not just Mr.
23:41Mrs. Toxic can rhyme.
23:45And then lastly, and I'm going to jump
23:47and abort you to death. As leaders,
23:52please consider your responsibility
23:59to find and develop the
24:02potential those around you
24:06as individuals to find and
24:10develop the potential of Yale
24:12School of Medicine as a whole.
24:14I want to thank you for your time.