Karla Monterroso #BlackLivesMatter+ Your Authors @karlitaliliana CEO @CODE2040, Board Chair for @1Deg, @USC alum - Connected, passionate, heart-driven, wanderlust, change maker. #WiseLatina 🇬🇹🇲🇽 PN: she/her/ella Jun. 11, 2020 1 min read + Your Authors

There are a lot of newly opened D&I positions at companies. If you are interviewing for one of these roles, ask these questions:
1)Can I speak to the heads of all the ERG’s?
2) What decision making rights does this role have?

3) How do you anticipate it influences decision making rights for others?
4) If put in a position where revenue and D&I are of different opinions, how would you resolve those differences?
5)When we make a mistake, as we will, what does reasonable amends look like to you?

6) If a member of the company pushed back on D&I commitments, especially one considered “high performing” by other white peers, what do you believe are the steps that follow that?

And NUMBER ONE question to ask, is this position going to be under HR and at the whims of HR. Would you consider making this a standalone department with dotted lines into several departments?

And if you are young, with very little power at your company and all of a sudden hand picked to be in this role from a place like recruiting or marketing - I just want you to put some big flashing red lights in your head and run for the hills.

We BEEN here y’all. Let’s not repeat the mistakes of 2014 post google data release in 2020. We can really push our companies to do this differently.

Please feel free to add anything we have already learned and should be asking ?s about in this thread. I already remembered another one:
$$What budget do you intend to allocate to this work this year and coming years and what business conditions would change those commitments.


You can follow @karlitaliliana.



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