From comedy to diversity

Tissa Hami spoke to the Inbound Martech audience about diversity. We heard your unusual story.

Brian HubSpot CEO Brian said in his opening statement, “We rely heavily on diversity and inclusion.” Conference speaker Tissa Hami offers training on diversity, equality, and inclusion through her company Korsi Consulting. Nothing strange for a diversity consultant, you might think: the special thing about Hami’s story is how it ended.

Unfortunately, his first experiences are known. After graduation, Hami joined a well-known white shoe consultancy as a lawyer. Recall that among the 100 members there were six women and one black man. “It doesn’t matter how well I did,” he told us.

She went from the pan to the fire to the investment bank, where she “twisted” the absorption numbers even more. Looking for a change, she naturally entered high school to study international relations and graduated after 9/11. 

Make them laugh.

 There is a period of unemployment and then a plunge into a whole other world. 

Hami’s comedy scene took advantage of her work experience to the point that she met people who asked her if she had delivered great lectures and seminars.

That’s why he traveled to 25 states to do this. When it’s all over I wonder, now what? I felt like I never had a chance and that’s why I didn’t want anyone else to have a career. “ what he did to shape diversity and inclusion, but.  founded Korsi Consulting.

Theater-oriented training. 

Korsi’s approach to training stems directly from his executive experience: it’s theater. He consults his clients about work situations, writes texts, and lets the actors suggest scenes that represent the challenges and conflict suggested by the consulting firm. “It sticks more to people’s memory than normal exercise,”. “They tend to see the inside.”

The presentations are followed by question and answer sessions with the actors, still in character. However, the client’s employees do not come to the show: “We are not asking anyone to go on stage.”

Steps to be taken.

 We asked Hami how a business should assess whether it needs diversity training. “All companies do it,”  “No one is fully right.” The starting point is the verification of the tax return. “Get ready to pay what you have to pay,”

If there is toxic work culture, it should be clear that diversity training can be effective: “You may not engage in sexual harassment or harassment.”

Businesses need to review all of their policies and procedures, including job descriptions, performance appraisals, and layoff policies, and there must be criteria at each stage of the employee’s life cycle that recognize the differences between races, rather than all employees who do not. t work. group. t. identify employees. whites, like blacks.

In terms of recruitment, Hami is reluctant to recommend quotas. According to him, the usual HR approach is to ask who can be banned from a stack of CVs; Rather, ask how people can participate. Be sensitive to prejudices during the recruitment process. “It can take longer to recruit diversity the right way,”, but reducing employee turnover is worth it.

“Companies need to come together over time,”. White workers want diversity. Generation Z requires diversity and inclusion. Ask yourself who is missing, what perspective is missing, and why,

If you did not do it yesterday, do it now.”

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