Typically, after meetings, there were a lot of phone calls to make. I would tell the people on the other line, ‘You might remember me from the meeting earlier, I was the one in the skirt.’” Her boss, Sue Gorden, said, “By elevating women, we elevate everyone.” Monaco emphasized that as being the reason why diversity and perspective must be baked into all intelligence assessments.
It’s a national priority How many times do
We engage in constructive dialogue where everyone actually listens to each other?” Monaco asked. With the current political landscape, it is clear that we don’t do this often enough as a society. Monaco pointed to the harm this has on government and citizens by citing a Pew study showing trust in government at a historic, all-time low.
Part of the reason can be attributed to
Living in an age of knowledge polarization. So much of the information we receive is curated to fit a business intelligence profile. While it’s efficient overseas chinese in uk data and a good market-led model, this only confirms people’s own world views. And now we actively exclude voices from other information feeds. “How many of you have scrolled through social media and seen people complaining about the views of others?” Monaco asked. “We in government must rise above that fray.
We must include all perspectives.
If we’re going to do our jobs effectively – managers, executives, line employees – it’s everyone’s responsibility to create a culture of inclusion how to set up a professional email and take an active role.” “Inclusion is more than just an equal playing field” she added. “It’s making sure we all have access to the same information and opportunities. It’s making sure we have the dialogue that the public expects us to have.
Unfortunately, many of us are taught
An early age to ignore our gender or racial biases or simply not rich data talk about it. “It’s the polite thing to do,” Monaco said. “We don’t need to talk about our differences because we want to move past them.” But this approach is actually counterproductive to improving diversity and inclusion. By glossing over moments differences, we let biases fester. “It’s time to unlearn that approach,” Monaco said.