From unconscious bias to conscious communications: How and why you should use your role to foster inclusion and combat harmful stigmas

Already a member? Watch now
Presented By: 

The full content of this page is available to members only.

What You’ll Learn:: 

Diversity, inclusion and belonging are NOT “just an HR thing.” We are in a time that requires internal stakeholders at all levels to recognize the seriousness and impact of our words on how welcome and included our employees feel, especially during a crisis that could invite stimgas and xenophobia.

Kim Clark, experienced diversity and inclusion communications expert, will help us tackle our own unconscious biases, acknowledge areas where bias exists and help us see that we are well positioned to be more intentionally inclusive—which in turn helps our organizations lower unwanted attrition, be more innovative and increase employee engagement.

You’ll learn:

  • What unconscious bias is, how it shows up and the impact it has
  • How to partner with HR, employee resource groups, executives and people managers to improve the impact of company-sponsored and grassroots efforts
  • How to help managers design their teams for belonging
  • How to be and how to teach others to be a conscious communicator
  • Why inclusion efforts must continue to be a priority even in times of crises


April 2020

unilimited access
to all videos

per year
Presenter bio: 

Kim Clark is an affiliate consultant for Ragan Consulting Group. Throughout her career she has focused on messaging, audiences and how communications shape people's experience. Her career spans radio, documentary filmmaking, agency partnerships with the Discovery Channel, marketing, brand strategy, writing, training and teaching. Since entering corporate cultures at KLA-Tencor, PayPal, NetApp and GoDaddy, she has taken full advantage of the various mediums to engage employees and facilitate transparency and trust in organizations. While at GoDaddy, she built an infrastructure and internal communications strategy from scratch and moved the trust needle 13 points in just six months (as measured by the organization's annual engagement survey). She is now working on practical ideas on how culture and communications can work together to co-create a workplace culture that's inclusive for all.