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tv   Non- Governmental Organizations U.S. Foreign Policy  CSPAN  August 6, 2018 4:00pm-5:13pm EDT

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all the seats we took in the virginia house as well as when -- win the governor's race in a landslide when it was supposed to be close in the district, in specialuch every election plus one in the house, we have done far better than the numbers in the previous election. we are winning a lot of state legislative races as well in >> port edward, new york, paul, independent. good morning. >> good morning. everyone. i notice mike didn't answer the question. i'm from upstate new york and ack in the 1990's bill clinton set trend for accepting since thoseney, and days we have nafta, all these that kind of hurt working people. new tell you in upstate york we don't trust the
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democrats any more. at nancy pelosi. chuck schumer. collect money from the same people that the republican wall street. >> at this level appropriate. the bench building for inclusive foreign policy society leading by example. follow on social media using the inclusive foreign policy. we are live for the next hour on c-span so we are on the record and streaming. this is brought to you by the center, the policy open society foundation in pitch vested strategies and truman center for national ecurity and national security project. i'm alex johnson and i'm the advisor for y europe and eurasia in the open society policy. we partnered to develop this
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nsightful report we are lunching because inclusive foreign policy is a matter of strategic capability. unfortunately, that capability has remained underutilized in country and policies to change that should deserve support. leadership from the house and senate have recognized this as a priority in government including tand land measures lake s-924 the senate security diversity and workforce act of 2007 and included over years in state department and authorization e acts. bob rs lies hatings and menendez and ben cardin have called on administrations to look like acy america. in october of 2016 the obama the istration issued presidential memorandum promoting diversity and inclusion in the national workforce.
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this expanded professional evelopment, advancement and retention in national security agencies. we we are here today because are exploring how do we build he bench to fill those anden sure expertise that regularly shapes u.s. foreign policy diversity of america in this civil society role.n essential in april monday 60 practitioners letter on the need to innovate for inclusion. equity and and inclusion for national security coalition which the open society facilitates. regular meetings of this co civilion create space for society to increase the synergy or inclusion among the various initiatives and projects. such capacity helps civil example.ead by from the perspective of open investments ation
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like this are how we walk our truth. convenient.always open society has long sought to we wer the disempowered as invest in underrepresented important to is thorough r surrender that shows makers.reach policy this will help us reach policy makers and we will see how to shared experiences to bring cultural competency to diplomacy. experiences are our experiences and they are inbe -- bl from the identify inseparable from the identity of america. we are excited that you are here us.join we will reserve as much time as possible to make it as open of a some oftion and explore the great findings from this new report advancing diversity and in the foreign policy ector prepared by vestige advantages. we are joined by stephanie brown james a c.e.o. and founding of vestige strategies a
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heights, ohio ord she was the national african-american vote director america 012 obama for campaign and has extensive and ience with the naacp other community empowerment initiatives nationally and internationally. we are joined by anthony robinson who is the director of training and public engagement the truman center for national policy and truman national security project. he's responsible for designing and organizing and conducting a trainings for members of truman scholarships programs. e was a white house appointee during the obama administration at the department of defense working in the office of the of defense for personnel readiness as well as the department of veterans affairs and department of transportation. a marine corps veteran and we are excited for him to join always. with an will start
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overview of the report we are launching. stephanie to t to give us highlights and explore key elements of the research she conducted the past few months engaging with or partners think tanks, n.g.o.'s and civil societies in washington. you for being here. it really is a great opportunity able to dig into a strategies andge we have had the fortune to do a democratic y of party institutions with an organization called inclusive the any organizations in environmental justice space from sierra clubl to the and many more. o turn our lens to the foreign policy sector was exciting because in many ways there were results that we knew we would find in the space and some frankly we didn't
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expect. we have st few months had conversations both a -on-one, gophone calls and survey isn't to about 20 organizations within the ashington, d.c. foreign policy space. about half of those organizations were able to survey.e the those mentioned in the report which i hope those in the room able to grab. from that we were able to, from 18-question questionnaire get a snapshot of the diversity that was ion work currently happening within these ideas ations as well as of what we can do moving forward and sure diversity inclusion was really being embraced, not just within organizations but the specter-wide. -- sector wide. to highlight a few can he points and this underscores the pril report that was put out which was so -- the open letter
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hich was put out which was wed got into the report and findings. it is important to mention as we inclusion ersity and it is about specifically those ho work within organizations but also about the impact of organizations and they cultural of inclusion. out of other organizations we of 10 had a t specific person on staff whose to focus on diversity nclusion and that was surprisi surprising. to have paid employee whose job to have a benchmark to see what they are undertaking was to see. we found it was very important among these organizations to staffers actively engaged
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in ongoing training through happen hat currently whether they produced it or ollaborated with other organizatio organizations. i will say that some of the most nges we saw was that importantly diversity and narrowly is very tracked. for many of us when we hear gender,y first we go to race and that is kind of almost where we start. society we also look a little bit at physical ability ability, backgrounds but when we came to the organizations there heightened awareness of the type of catalyst present and what their gender and race was but when asked about sexual on he other handation or physical bility there was virtually no racetra tracking and how they were included in the greater programming at an organization.
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if diversity inclusion what is happening within the groups and at the level it could be to be most successful. number of organizations pinpointed one of their greatest challenges was the pipeline from staffers through senior staffers and roles they to not only able shape diversity and inclusion being able to have a well funded operation in goce to have consistent work on. the pipe lane challenge with -- challenge with interns 10 problematic and six of organizations mentioned lack young people ing of color was a real problem and was was the first step that needed to be addressed to strengthen the overall pipeline. there are many more things we will talk about within this are ssion, but to me those
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the things that stood out the reatest and last thing i would say is it was great to see that there actually is excitement collaboration and not competition and organizations foreign policy sector do want to cooperate and rganize together and publicly be able to talk about the work together butsively there needs to be a mechanism to ongoing consistent thing as well as something that to make sure there is a benchmark around how this takes place and what it is that the sector hopes o achieve not just within each organization but sector-wide. >> thank you for that update and overview of the report. as we get to our questions and further in the discussion we about more of the details and findings of that reat research that you conducted. this stage we may shift the
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conversation and open to a panel yourraming questions about vision and why there is imperative for this. for ll turn it anthony that. how did you think the findings empower eport can inclusion outside of government and inside government? for anks you very much allowing me to be here. because we are on the record i as at the department of labor and veterans employment not at v.a. so i want to state that for record. it is about awareness. when we talk about making with diversity and inclusion, we are talking about changing the culture. what we finds going on now in any facets in our country and around the world people are changing the narrative. only a select group could decide foreign policy or national security strategy.
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women from all backgrounds saying that's not the case. truman re aware at national security project oversee and implemented and put ogether a training call bridging the gap tackling bias, discrimination and stereotype in national security. ne of the things we look at is - anyone can say i want to improve diversity and inclusion but we take a close look at the neurological and part starting with the brain. the information we have taken in over time where we were brought up, where we've worked, images hat are on technical investigation. one of -- on television. grabs de shows screen from several news networks and in the lower half of the there was some type of national security foreign policy all the ng on and in pictures there were white men.
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time?does that say over does anyone other than a white intelligently ak often these topics so we are talking about awareness across the boarded a changing the and we have to begin to have more complex and nuanced discussions for any organization, whether we are talking about defense, at state organizations you work in. it is not just black and white intended.n we have to have more complex and nuanced discussions and it if we from the top but have the leaders that believes n it but the person in charge of the department for internships doesn't buy in or buy in are the efforts moot? about re talking collective awareness and that is where we can go from there. extension of that, i know that you were at a side munich security conference.
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i was wondering if you could us how that leads to more durable security outcomes. >> absolutely. to present te bridging the gap one of the one of tside of truman, first places we presented at the we had conference and members trance the transatlantic in ed adamant diversifying the senate security space and interestingly enough policing in their conversation which i found interesting. collective effort to include lgbtq, religious aspects.other cultural there are so many things away don't include in diversity and with regional impactses or where people are male, female ust or black and white. i was very encouraged by being i continued the
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discussion in that space. they were very aware of the leadership a diverse leads to strength in policy and reaping the benefits of that. i think we could take a page from that as well. indeed. maybe to turn a little bit to some of stephanie's personal her career, just reflecting on my own work, i thinking i had leave the united states and i spent time as a diplomat living straustria and entered into may intersections where i was never expected to be the person on the reflecting o maybe on your career and other aspects f government and civil society supporting diversity in government, what have you seen the need for such changes? >> my background is primarily
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civil rights. up in m the midwest grew the naacp and had various heights from volunteer to staff member. as i mentioned with strategies at cultures of various organizations across the start to see things that are similar. this bind kind of unites here is nor that us than divides us if we work to commonalities as opposed to focusing on the differences. one thing we are starting to see is not just the fact that we awareness in activities but be trained to focused onhat we are how we can have activities that in nature.sed one thing that we saw through survey is there is a need in
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the sector for there to be and unconscious bias training. i have seen through my own work trainings rough myself that it really does make difference it break done biases that we don't even know to ave and we bring often the table in work and personal interactions. solutions that is one of the biggest is how do we these antibias and trainings so as our organizations from top to to om have the opportunity look in mirror, reflect and figure out how to do things to bring there together. >> maybe to shift the conversation a little bit, and a question to the audience that i see many us here, uests with bilateral or and mult
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multilateral foreign policy ngagements could be improved with a more inclusive approach. we spoke your experience at the conference if we look a the night tow summit in brussels a number of things hat talked about solidarity group with a group in the negotiations uch for that type of declaration could have benefited from a more approach. what are some issues and places an inclusion approach could improve outcomes? of ll pose that to either you to jump in and maybe when we i to questions an answers would like to hear from you all as well. -- adduld just adds that getting away from the group thing is very important. from only ve people one background, one train of hought, one mindset and that leads it very narrow outcomes.
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there's a lot we can benefit global space from doing that. local say at a more level at truman we at our last tru ence which we called true-connectictrue true-con we will all heads by omen and we made a conscious effort to do that and there were was a stances where it challenge it find more women of security but on we had to have tough discussions and the outcome was truly eye not just for myself but for others, other women to see trains can run on time and their impact to see the space that honestly is one of the best recruit the a ls you could probably v. lot of times when i was growing up adds thinking of -- and in the military
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there were not a lot of people i ould look to that looked like me in this space. that is a positive outcome as well. mantles, you e know, not just having which will serve as just the moderator. i think i saw that in the report that anyonepeaks to anywhere can do it. to continue to put those images out there for people. a that essentially takes deliberate action and really a political commitment of high investment in p seeing that through. >> absolutely. gain the policies are good and i don't want it take away from that but we have to have action to follow up. that is the buy why is training and -- bias training and funding. not a one off solution to improve diversity and inclusion. >> i want to highlight that one thing we didn't touch on was age.
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ge really -- not age in skwrjut the internal pool but in hinking of policies we also deal with a little bit of omestic and international political work and we have done nigeria with last government race and we talked role of young people and policies that could be put in place to make sure there is consistent engagement of young citizens and policies that could be witht a number of een state legislatures and city adopted who have different protocols of how young people with been beginninged. tk-- been so we can work with younger physical people with disabilities. to me, it is shameful that board and not just
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foreign policy specific but there remains ds a severe lack of unbeginningment engagement with limited physical abilities and how they re included in the broad are work we do. so to me in thinking of what are we can not ways just do policy but through practic practicesen beginning two bodies -- practices and engage two bodies of people who are able to put to the work that we do and it would be the with different abiliti abilities. physical abilities. there stage unless i re are any other remarks want to open up and hear from you. we have a number of esteemed are leaders of projects and initiatives doing his work every day adds this could be -- day and this could be not only to ask questions a ut this report but to have conversation and platform for
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sharing some of the best each of you are working on in your organizations nd what you hope to see in terms of transforming the foreign policy sectors. i know that it is sometimes it takes you a little off guard when somebody calls you or sends you a guards to say can you do this survey. now so nformation right i know a number of people who actively participated in the say thank i want to you for doing that. the phone calls appear that -- and conversations were so beneficial to eye opening so thank you those who participated in the anonymous survey and it was i think that also no one held become in their -- held back so i wanted appreciation. >> this report from the erspective coming from philanthropy it is important to
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have survey data and or nformation to see where investments can be made it upport the field and empower various organizations. with that i want to open up the floor. a number of individuals i'm sure who have questions or comments or houghts about some of their initiatives and projects. floor.l open up the do i have any takers? please.t, actually, we will start with the where the microphone already is. thank you. i'm the chief of staff at and foreign ionals policy and we builds next generation foreign policy leaders. for this conversation and work that you have done. survey in december and asked members what are some things they wanted us to do and number one thing besides
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networking were professional development opportunities to real skill sets. 'm curious if in your work and research if you came across any important skill sets that this space? and the seconds part is how -- secon second part how can we b putting pool in the pipeline who are not effective be leaders? >> i can offer a quick response. months ast important stkeulkil languages. is the obvious entry point into some of the strategic ofability that the diversity america can bring to u.s. foreign policy. culture of a rich many new americans, immigrant been part that have of our tapestry for many ituations and that gives us capacity to be engaged in the
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global stage in a meaningful way. so, i'm not sure if there are other observations that you have process, search stephanie. > i'm thinking even back to the group think we inherently ave group think when we stay within our own sector and not but being r people able to participate in training outside your sector whether rights or public policy, whether it is environmental justice because they have been to raise money like nobody's business to support environmental work in this country. so, i think that being able to step outside of our own sector out how others do things. talked about there was a study by mckenzie and 2015 that when we diversity and
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inclusion it is the right thing and it is profitable. you have a gender specific policy in place it make sure or peopleyoung people f color are equitably represented in organizations and companies it is both the right thing to do and it is profitable. so, being able to see how does he financial sector look at diver diversity inclusion or nonprofit look at funding students from income communities to be interns is something that i think would bode well in the policy space. >> i would be remiss if i didn't the true diversity initiative at truman. the past ve done is two years gone to howard university and put faces in of people. and from a wide swath of foreign policyty to make them aware of the opportunities that are out there as well. end any organization if
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improve or ing to mplement more diverse population in your organization, on't just look at the ivy league schools. any time i'm on a leadership northi announce i went to carolina at&t state and that is to say that leaders can come anywhere. so it is not just isolated to any one group. rakea hard me mention that at a sat in and came and talked to me and now she works with organization. opening your eyes and not just limiting where talent can come from. we will go to other questions, up front first. i'll spencer boyer with the bidensity of pennsylvania center. y question is more on the problem of tracking within even
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he foreign policy space and whether african-american or people of or backgrounds being base -- s directions in certain directions or women as somebody who spent a lot of time in the transatlantic space deputy assistant secretary of national intelligence officer for europe in the office f the director of national intelligence in the obama administration and i can't tell you how many times i have been my career how did you get into that? why are you interested in this area. some questions that you don't get as certainly a white male interested in east asia and south asia you are given the freedom more to have your a minority you are often asked. georgetown i at have minority students who ask
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e and after sort of a lot of do you and hawing how justify why you are doing latino affairs but i'm and i'm told i need to focus ore on things that affect my community. in your research what insight someyou gotten in terms of biases that track individuals and how certain space do you handle that? nd how does that also affect mentoring? i find in whatever kind of a anization i have worked in lot of different ones often the problem is not even necessarily in, it is having to promote them and how do you feel as hem when they though there's not going to be a mentor d folks don't because they don't think they are going to stay there because probably have some other
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interest areas and they don't tay or don't advance because they are not mentored properly. do you get to that in some of as well?arch >> i will talk on some of that. i'm sure the fellas have something to add. pops rst thinking that into my mind is intentionality often think we're but in practice we are not making sure point about the pipeline issue, it came up a number of times in the survey there was a real challenge having people of color not just positions within the organization but tracked to think tracks. transitioned are into think tanks they are etting into equal or higher positions. that is a problem and if you don't have people who are in positions who are from there'serse communities
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in which down the pipe line that id level or entry-level will see themselves in similar positions. o making sure people are being mentored not by somebody that just looks like them or have a maybe theckground but only thing that connects them is a certain jobe in pair with a ody mentor. we often look at obvious things race, -- nectses, connects success, race, gender, we have versities and to be intentional by breaking the status quo. i think that also being able to make sure that, back to your we highlighted is it is important for folks to ave conversations and have events at historically black colleges or tribal colleges or colleges. there are many times i went to telld university and i can you the programming that came to
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on the us was focused african-american community, poverty, low income. can tell you there was never a conversation i know of even hough we have a wonderful center that talked about the roll of what you can do as an working on europe or eurasia issue. i was like dude. i can't wait to talk to you after. but we have to break the status quo of what we have always done things differently without the boundaries of the things hat we normally consider the irst things we go to of the competitions we normally have. add to the to conversations around poverty and human e common to experience and they are happening in each country we work in around the world and my justification in
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engagement in european affairs i helped support and poeblize the descendants in europe. so, they are facing some of the issues, minal justice you know, profiling, things that are happening in the united well.s as i think that there needs to be more of this synthesis of and domestic policy. that is parts of the endeavor do and seeing leaders like you it takes visibility and profile of it to even e do imagine that you can do it. o, it is so important and i tphknow sometimes it is an additional duty of those who pioneered different spaces to get out and be visible about the work they have done in order to generate that perception and change the narrative in who can conversations.e
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>> i want to highlight that one recommend is gly creeks of a speaker -- creation f a speaker's bureau to highlight individuals who many perhaps 't know about to be front and center to say i'm available and willing to to various audiences. we hear often back to your point, anthony, i didn't know where to find somebody. f we have a centered place where that collaborative can and they can recommend sports to be part of the can er's bureau so we eliminate the excuse i didn't know this person existed to how an i make sure the person is placed in the public more often. >> maybe we will get to more come ons and you want to in on another point. i saw a question in the back from a reserve and leader from doing nization that is
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that, trying to identify people part of a speaker's bureau. werem bonnie jenkins found and resident of a group nonresident fellow at brookings institution. doing to thank you for this because we need to have more of these studies on this issue. the field and try to look at ways we can impact nd bring in more people of color it is good to have more studies. exactly what you are saying. a lot of us know it but having it written is good. one thing won't remember doing is y organization highlighting women of color from different fields of security and a woman of the month or youth person of the month. e have podcasts and do everything possible to let people know there are women of things.ut there doing we are also developing a service
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names of women to organizations that want people on their faculty. so, thanks you for everything you are doing. ask the question about [inaudible]. i used to work in a poor i was in thed when ford foundation from 2005 to a lot funded organizations trying to diversify. businesses, ple, favorite groups. faith groups. [inaudible] we started and it is a little dishearten i issues ening to find [we io [inaudible] stphflt started it to address the pipeline and start adds think there is no
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diversification and we led to the consist where you won't have people on the board you won't have people in the pipeline. i think there is a little bit of and i think we have president obama and a feeling things are changing and we are ok now. now i get the sense we realize to go. have a ways sustain?ou your views. that is not an easy question but the sustainability of parameters and effectiveness of programs. interest that you see now from a lot of organizations diversity. how do you sustain that? how do you keep that going? and if we have 2020 and somebody more caring about these issues you keep it going? e can't assume everything changes though it seems like it changes. much.ank you so t is important to essentially
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sa -- have investments that ncubate these and work on the transportation that stephanie talked about and you will find in the report of what is in terms of transitioning some of diversity and inclusion efforts from a of an institution or organization's work to a man value priority of the leadership. training and f solutions that transform that in ative are very important terms of moving forward. >> i agree. i would add that there are people -- i'm committed to the fight. one of founders of my fraternity said we have it fight until hell freezes over then fight on the ice. heart.ake this it that we -- this is not just one a al initiative.
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committed. be though we signed a letter that's not the end. f you have diversity policy that is not the ends. you have to keep it front and center. that is why i say narrative is so important. from making diversity of inclusion like a box to check making it practical relevant the environment. we are talking about changing culture and that doesn't happen overnight. continued to fight. rests a lot bility with the allies. i sat rtment of defense in meetings where i was the only brown thing other than the table and the coffee. feeling like good i'm here, i made it. but then it is like there needs in here e voices because i don't represent all
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african-american male experiences. so, that tokenism that sometimes we have to is why have complete and intentional diversity inclusion because you ave a broad swath of experiences across sexual rientation, age, disability, gendered and race. fight. it continue to >> more questions? the middle and we will go here and toward the front. >> i'm with the national thanks y you n and for having panel and doing the study. talking about groups and alex to your point of connection of civil society, do n rights that we internationally try to bring at home and connect it with
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the members of congress who are with of color, connect the groups like the naacp, those groups. i go to those groups and they the ones that say we are the leaders in our community of color. to them about foreign policy we are like we don't have the capacity. e are fighting too many files at home -- too many fights at ome and we are not concerned about foreign policy and national security. and i would like your thoughts bridge that gap. to your point, alex, you said -- it was anthony who talked about the flight how everyone on tv is a white man. in e don't have the leaders our community standing up for us expertise we f will never change this and it is trying to bridge the gap because concerned about foreign policy issues but this
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s a connection we need the support domestically. i would like to hear how you have bridged that gap. i will give an example from practice. underestimate the value of international two-way street and exchange we can create that makes foreign policy relevant policy.stic i worked with bringing a number of human rights activists and leaders from other countries to america to discuss some of the issues that are domestic problems for themselves in their home countries. and finding america solidarity in that common human experience, i have been with who their own government took note. they went to the united states discussed what? and the embassy would then those human rights organizations in to talk about heir issues and domestic context and go when they went
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home they would be able to work with icy and those governments more closely. civil rights organizations are doing similar abroad and g providing solidarity for various otherses. the united is nations international decade for people of african-american organizations like the eleven conference who are -- eadership conference who are working on the shared experiences of the african-american community with african-american diaspora to xplore how joint policies can make that decade more impactful. two-way o have this street and not underestimate the value of international solidarity. >> absolutely. i think this is a great area here foundations can come into play to help that work be funded take at conversation to pla place.
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coming from the civil rights ammunity i can say there were number of times that organizations in the civil rights communities only got around certain issues. that is good and bad. definitely a unique role that they can play and then out how to institutionalize that within the rganization so whether that is say the next five years we will fund the position within this has a person hat focused on foreign policy or whether we are going to make we funds this chemical also on a monthly basis you -- on -- whatever it may be to me that is a uniquely specific role that right now can start to play and i can tell you would be extremely well received not just by the national organizations but getting down to the state throws l level where organizations -- those organizations have will no to delve into there
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work though they would very much like to. a number of questions. i want to make sure we have enough time to get around to the field. we had one up front then a couple in the back. over here. >> thanks you. i'm with rethink media and we work with a bunch of different prof nonprofit think tanks in the national security sector. we touched on several times on the question of pipeline but i up and ask for your perspective on retention backlash. the last few years one thing i ave noticed is even if you arable to bridge the question of pipeline and bring in diverse that ates, between -- and is women, people of color, the drop ckgrounds -- is very high and often they leave entirely. the second thing we know women,
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of color, receive a huge portion of foreign policy work an expert is on to have and media publishing papers get publicly is ften more cruel vitriolic and ough are to deal with and has affected a lot of especially female experts the way they and comfort stating opinions publicly and in a way male and of their especially white male counterparts don't feel. wondering if there was any experience or insight into that whether ing that foundations or organizations can do to address that. that goes back to an earlier point with mentorship and having in all areas throughout
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organizations. one thing that we talk about we were in munich is going from mentorship which is good it turns in having coffee once a month and you is going on to access to the pipeline that lead to more s.e.s.'s and elevated nities being to flagged a general officer. people thatng about can grant access. there is absolutely in bridge a fall-off ning thaten the civilian sector between g.s. 7 and 8 which is beyond where you are pushing papers to possibly a ding a team there is fall-off. between 12 and 13 before you are for s.e.a. ranks there is -- s.e. sfps.
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fall-off. there are not intentional just checkingople the box. i would also speak to another with women. we need more women in these paces but if we don't have policies to protect them from sexual harassment and abuse we will see that drop. dock things r not to fight -- not doing things to fight if people blow the whistle people that are being outwardly discriminatory or it is like we are sending people out to slaughter to put very bluntly. so we have to have a 360 the situation. i one provision of the bill mentioned s 924 the national inclusioniversity and workforce act is requiring ational security agencies conduct interviews so part of exit ou hear about interviews.
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when you leave how do you explain why you are leaving. of a needs to be more deliberate effort from listen and management to have an about why versation we want to remaining beginninged. engaged.ou need -- that should apply not only for government but also for outside government and civil society nd think tanks that feed into those. >> i want to highlight one thing you said is we all know. -- we all don't know that. that is part of the problem. work you re in the assume everybody knows this is a ofblem that people and women color are attacked. hat is where the power of the affinity group comes into play. willingness, ge one, many groups are already established. there is an e and extreme desire for organizations come together.
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but this is where those groups an play a role and be almost a defense mechanism to say if so tacked these are ways to come to their rescue and a problemthat this is that people of color and women ways ing attacked in such and here is what we need. looking at to start things through the lens of do know what is going on and being that microphone to shed light on what is happening. thank you. we have several more questions. i want to make sure i didn't room. is side of the we have one up front and two in become. start up front. >> good afternoon. i would like to compliment that fabulous. of you look but i want to sayer the gentlemen nice pocket squares. thank you for that.
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wanted to ask you, you mentioned something that was interesting and i want to take it to the next step. i met a black kobe active tim scott representative from south obviously he in that ind might represent word that you used, you said token. some think of that word. important thatis -- black ore block conservatives and black republicans regardless of how has to l because there be more than within way of entry into the mainstream and economy diversify or diversity. is there an oxymoron in there you say black conservative or black republican sore should -- republican or should that be part of a strategy of more equal society? >> i will start by saying i start and emphasizing
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that this should be a non partisan issue and that is what report talks about. i think that you rightly scott in ed senator that there have been a number of articles about his own his own p within staffing in his office and hows howng to transform and lead congressional staffing should look like america. be partisan.n't be bdz be -- we should working to expand it outside a partisan frame. example take the senator scott is one of the most bipartisan members of congress across the aisle often. and i think people often assume because he ain way is a black man and he is a conservative and is from south carolina. flags go up of all the things you can assume but you way at his policies and the he works with his staffing you get a different story. anthony's t back to
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point, we have to get ourselves stereotyping, antibias nd out of assuming we are all operating under group think when it comes to individuals. that i think this comes not just there instance across all marginalized communities. latino orpeak for the lgbt community then my work -- i'm basically just being a mouth piece and there is it is only talk. so i can support people diversity across many spectrums. i will always speak up for that. >> we have two more questions on this side and one on that side conclude.ll >> i'm allison peters with a tank segui which -- segue. about bridging
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the gap between domestic and international groups. coming where we work to get women into peace negotiations and security processes including forces like the police. one thing that has shocked me is conversations e are in the international landscape and thp here domestically. when we work with congress on a national strategy on peace and one thing that congress said is we need to make sure we re clarifying this has nothing to did with our domestic institution, not d.o.d. but just internationally how do we get women in peace and security processes. piggy back off what you are saying, i think we have a lot of work to do in terms of international and domestic gap but i want to ask ne question raised about unconscious buy why is training. showss been research that how it has the opposite effect biases and ng
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curious about your thoughts if you have taken part of those and if you think they are effective and other means we should be tanks ng in our think beyond un conscioconscious biasg if it residents been effective. before we take that question, we are going to collect questions so we will do one more in the back and respond. for the panel. one thing i'm curious about are those platforms of power and lead buying. what is working well in other especially the practice sector that can assist on inclusion issues. for example in singapore where lgbt are not or well recognized you have a leading movement in businesses carving out protections for their same sex employees and leading a change in
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conversation with the government. work i -- kinds of with this kind of work it was entioned looking at the collecti collective awareness but outside f organizations what can we look to within our enabling nvironment on these issues for solutions similar to the example singapore? >> we have unconscious buy why is training, does it work and sector lessons. >> a lot of the lack of success tdo with the platform. diversity ople take -- take a 10 question test and training section.
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that is effective. it is almost set up to fail. you have people that almost just rue the idea i have to i have a big project, i have to go to a conference room, cold room two or three hours and the minds frame is beginning.rom the that leads to a lot of it. of the that the caliber trainer has a lot to do with it we are and right now seeing it and people are they are off of it and not equipped to deal with it. ou have to watch the room and it is not just spewing off information. dealing with are some very intense and heart felt issues. there leads to the other points is there is no follow-up. this information and some people come in all right white guys you are wrong, right, see later and
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people go back to their desk and animosity built up in that. one thing away try to do is we that do ified trainers it and we get a survey of the going to be in front of to find out are there we should or should not address. unresolved issues three top in six months to make sure that in place so put people have understanding. you are not going to get broke in three horse. is not going to happen. that is the follow up. successful andot
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a lot of those are the ones that successful followed guidelines. that, while we mentioned that we do believe that on tie bias and unconscious bias be instituted within the organizations we are not sag that everyone within organization at that one time should take that training and sometimessette may be better through aduals to go separate treaning with the folks that they don't know so they can let their hair down a little bit more with those things as opposed to i am coworkers whoo my i cannot stand them for other do withhas nothing to the affect is a black man. he is just you know what. to say finely't to that, one of the rainings that to me was also really ben is conflict resolution training. alex's list of trainings that i know are happening across the country that are extremely
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beneficial and resolving are rooted in not just race and gender and things ine that but more so personal experience and who we things breaking done the that don't of tep get addressed. >> all right. well, we're bringing our a close.ion to we have a few more minutes. no i we had a great question on opportunities and i would refer again the report in which you ref repsed the private and the business case, so also, a number of other represented here like tsis who has done a report in taking a look at other how you can leverage diversity in terms of your institutional management and foreign policy in particular, so we have to park that one unfortunately and i do want to get a chance for our live questions. i saw a hand on this side before conclude our conversation here today. so please. >> hi.
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my name is mark. thanks another fansic panel. mentioned both persuading why diversity inclusion matters. in thetioned mackenzie report. there is resen. i believe they talk about the value and pops of women being at the negotiating table. you was curious what if any exists on public policy teamsing more diverse lead to better policy outcomes? . >> i don't know offhand the question. that is the last question? good question. >> i think that question is mandate forves as what is next in terms of the research. you mentioned in some of the work and research that done particularly in peace and security sector. there are a lot of metrics how including win certain
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conflict resolution processes comsto more durable crout can and i i that is really one of the greatest resources in in terms of public policy outcomes in other familiari am not offhandz with additional reaccept, but i also, as i said, mandate forwhy a needs to happen. ofope this a number organizations gathered here, both in the private and public consider how they can pri ortiz that work. time quickth that, a word, a parting remark for our friends here today. just say, as i always are lookingups that to advance or move up their tofessional scale opposition organizations that are there are serious about improving diversity and inclusion and if you stay ready, don't have to get ready.
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along thescribe all way and not going to pop up. of backlash then you can get serious about it. and start making the efforts and the moves now. foruld say that in order inclusion to have a sustained impact in the sector has to be intentional. i has to be fully integrated, wayso for us to focus on we can do those with things making sure inclusion is isegrated and that it intentional in the work that we a, i believe we can get to pitch sustained impact, i am not just on behalf of the foreign policy state but for the benefit of the entire world. >> all right. the, this concludes on record portion of this conversation. building a bench for end policy, civilgn society leading by exam pole. thanks so much for joining us today at the open society foundation and we look forward
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to working with you on this issue in the future. thank you. [applause]
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* * * * * * * * * * * * * * * * * * * * * *nomination for the se court by president ronald reagan in 1987, justice and in this think kennedys retearing after 30 years on the bern. look at thetake a legacy on the supreme court and the nation with eshan, clerk for just sisken dy from 2011 to 2012 and form are solicitor general with argued 29 cases before justice condition day in the court. of supremeegacy
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court justice anthony kennedy tonight at 8:00 p.m. eastern on pan. c-span! org, or listen on the free c-span radio app. >> tonight on the communicators, the new european privacy laws will impact google and facebook. joining on the program, victoria, president and ceo of allayance andwar the center for democracy and technology. think about the data custodian responsibilities. is a tech company. every capes data company. people are using data about individuals, i think this law signals a real change our thinking but in the private sector and in the government individualight of an in his or her own data and that that system has ongoing rights
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is used lige data matley by good actors and that is a conversation every company needs to have. >> if we want all of the innovation that the united so good at and has done so much for the world. if we with president that to way.forward in a positive then we need to have the right rules underneath that. right legal the upperpengs and get to global consensus on prophecy is part of that. >> watch the communicators tonight at 8:00 eastern on c-span2. anight on c-span 3, a look the vietnam war, the major military and political development from the massacre, we'll hear from former u.s. and i have it nam war veteran jim webb as well as they marched to sunlight. we're and peace, vietnam and america, october 1967. american history tv, tonight at 3.0 p.m. eastern on c-span
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and on c-span2 with book tv with a look at books written about congress. first south carolina congressman tim scottcarolina discuss their book yoonfied how us unlikely friendship gives hope for divide country. danielle thompson examines why moderates may be less look lie to run for congress in her book opting out of congress and u.s. trade negotiator ira "broken"nd his book and david south and the country. atk tv airs tonight 8:30 p.m. eastern on c-span2. c-span's washington journal live every day. coming up tuesday morning, george mason university's ieshard discuss vulnerability to america's electric grid and
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pipelines. issue one talks about the report all expenses paid and looks at loopholes federal law makes are using to pay for personal expenditures. be sure to watch c-span's 7:00ngton journal live at eastern tuesday morning. join the discuss. senate confirmation hearings are expected in september and likely to question judge kavanaugh about roe v. wade the 1973 decision that struck down many restriction on abortion on taus day at 8:00 p.m. eastern. mark case presents in depth lack at roe v. wade and reporter davidage discussing judge kavanaugh's nomination and the abortion issue.
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* * * * * * * * * * * * * * * * * * * * * * * * * . >> the trade def sy, the impact of tariffs and analyzing trades jobs data. this portion include remarks by globalr public citizen trade walks on the current tabs between the sum, can did and nafta.on updating this is 50 minutes. >> thank you very much. i thank you to the opportunity for the national press foundation. good morning. you to all of you. so i would say the one thing to keep in mind, if you are thinking about how you are going to cover all the trade issues is that one of the key understand about the trade agreements like and a half it is a they are not mainly say. trade per all of those trade enforcement actions around chin inand steel aluminum base this trade the fight areafta and the so fraud and why so many groups you wouldn't think would have a trade site is


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