Cultural Curriculum Chat with Jebeh Edmunds
Looking for a fun, authentic podcast that helps you learn how to incorporate Multicultural Education? Are you stuck in finding inspiration for creating a more inclusive classroom community? This podcast is designed to help you get inspired by knowledgeable resources, tips, and insightful humor with educator Jebeh Edmunds.
Cultural Curriculum Chat with Jebeh Edmunds
Uniting Through Diversity: Whitney Harvey's Vision for a More Inclusive Minnesota Business Landscape
As I sat across from Whitney Harvey, the beacon of workforce diversity and inclusion, I was struck by her commitment to transforming Minnesota's business landscape through multicultural education. Whitney's personal evolution from a healthcare compliance background to a fervent advocate for diversity, equity, and inclusion (DEI) is not just inspiring—it's a testament to the power of passion in creating meaningful change. Our conversation travels the challenging yet rewarding path of engaging business leaders in tough dialogues, breaking down barriers and myths surrounding DEI, and fostering inclusive environments that not only recognize but celebrate our differences. Whitney's approach is a reminder that although the nation may be divided, hope and unity can be cultivated through continuous, open conversations.
The rich tapestry of our cultural, racial, and neurodiverse identities is more than a backdrop—it's the very fabric that strengthens our communities. This episode digs into the essentials of understanding and respecting this diversity to overcome fear and unite us all. We examine the magic that happens when curiosity meets respectful communication, uncovering the common threads in our shared human experiences. From the Minnesota Chamber Foundation's strategic initiatives to the passion of the younger generation reshaping corporate values, the episode highlights the marathon that is affecting change.
Join us, as together, we work towards a future where every individual's unique contribution is not just welcomed, but integral to our collective success.
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Three, two, one. Hello everyone. Welcome back to the Cultural Curriculum Chat podcast and in the guest chair we have Mrs Whitney Harvey. She is the Senior Director of Workforce Diversity and Inclusion for the Minnesota Chamber Foundation and we're going to talk all things multicultural education and why inclusion matters. So welcome, whitney. I'm so happy you're here with me today.
Speaker 2:Yeah, thank you so much for having me.
Speaker 1:Yeah. So listeners, whitney and I met at a Commitment for Change event that the Duluth Area Chamber of Commerce was hosting, and she came up from the cities. I loved your enthusiasm and your energy and I was thinking to myself I would love to have you on the podcast, especially about workplace inclusion and all things. So, oh, I'm so excited for this interview today. Tell our audience. You know what is your story and you know how did you perceive multicultural education growing up?
Speaker 2:Yeah, so my story is kind of unique. I was raised in a family, a multicultural, multiracial family, so my mom was white, I my stepdad is half Mexican, so I had some pretty like vibrant Mexican influences growing up and was really surrounded by kind of Hispanic culture. But I am also half black so I always said that my family was kind of the melting pot and you know that definitely shaped me. It wasn't necessarily a part of my childhood and my upbringing. I started pursuing, you know, diversity and inclusion work a little bit later in my career. I had been working in healthcare compliance and leadership positions and really started kind of diving a little bit deeper into inclusion efforts and really embracing kind of the diversity that existed. And it's been a journey. That's all I can say I love that.
Speaker 1:So when you said you know working with compliance and all of your previous roles, what has led you to really pursue this as a passion in your work now?
Speaker 2:Yeah, I kind of fell into it. You know, I was working at one of my previous organizations. I was somebody who signed up. I threw my name in the hat for an inaugural diversity and inclusion council.
Speaker 2:Didn't really know what that meant or how it was going to look. This was back in 2018. So, before this became really really prominent, I think, in corporate culture and started doing the work and met some really wonderful people and realized kind of the impact that we were having and the importance of these conversations and eventually transitioned into a full-time position. I was actually I went to my senior leader and really advocated for the need for a position like this and was able to secure that position and I remember, you know, telling my husband this is filling my cup in a different way. Right, I just um. So the transition from kind of corporate, like traditional business culture to kind of a passion, profession, um, was one of the hardest decisions I ever made, but something I, uh, I'm so glad I did.
Speaker 1:Oh, I love that, whitney, and can you give us an example of like that filled the cup moment of when you are connecting with a client in this work?
Speaker 2:Yeah, I think for me it's driving awareness right and having a conversation. I think there, uh, you driving awareness right and having a conversation, I think we've gotten so much better about engaging in difficult conversations and I always say get comfortable being uncomfortable, because that's when the most growth happens. So, just engaging in conversations with business leaders, individuals who I would have never anticipated are interested in this work and see the benefits, that's exciting to me. When I first started in my existing role, I went out and did focus groups across the state of Minnesota just to try and get, you know, a general gauge of the perception of DEI work. And you know, I kind of went all around the state northern Minnesota.
Speaker 2:I actually did one in Duluth, you know, from Austin to Willmar and it was really not necessarily metro focused but getting a general understanding of just, you know, the broader state and the perception of this work. And what I found is there's a lot of really wonderful people who are also passionate about this who also, you know, see the benefit to having a diverse workforce and, you know, building community kind of across cultures. So I think it wasn't necessarily one particular moment, but I think just in general, I feed off of the energy and excitement of you know other individuals and that's brought me so much joy people when we're talking about DE&I is, oh, they're not going to be for us, they're not going to want to incorporate us in their community.
Speaker 1:And I love how you say it's the opposite. You've been to all four corners of the state of Minnesota and you've seen it and you know that the need is there and it's wanted. And I think a lot of people in this space, when we're doing cross-cultural connections, is that fear and that stuck of. Well, are they really going to be all in or is it just me in that silo, so to speak? And I really think that is amazing of you sharing that, that there is more community, that we know that is willing and want to do the work, and that is just bridging that gap. That I feel like a lot of us in this space are afraid of that gap and I love how you say the gap isn't there, we're willing. Let's just get together and get moving, just share too. What could family members and educators do to continue that building of inclusion that you know as a mother as well?
Speaker 2:Yeah, I mean continue the conversation. I think the hardest part about this work is One, you know it's very polarizing, right? People? Regardless of what we're in, we're just a polarized nation and that's a huge challenge. The politis, you know, politicizing diversity and inclusion, like it's. I mean a lot of the work that I do now is helping businesses understand what is their opportunity and really taking into consideration where they're located throughout the state, the industry that they're in, the business size, like the existing culture.
Speaker 2:I think there's this fear that if I do this and I do it wrong or I say something wrong, that I'm going to get canceled, because I think cancel culture is, you know, one of the worst things that can happen to DEI, because it's like, oh, you make a mistake and then you're just ruined. So I always say you know, you've got to create that foundation of trust and understanding and forgiveness Right, like what is, what are you allowing and what are you saying is a hard no within your organization. So setting kind of those parameters and understanding kind of the power that you have as a business leader or, you know, even if you're not a business leader and you just are passionate about this work, you are allowed to set the expectation right Like this is what we're going to and this is what we're not going to allow. I also think people, you know, want to understand how this impacts them and their work and how is this connected to the overall vision and the mission of the organization and the work that we're doing. So having a compelling why and really being able to tell the story. So people aren't, you know, thinking that it's just a compliance initiative and we're just checking the box.
Speaker 2:That you know, diversity within our workforce really can be a benefit to our organization, not just because it's the right thing to do. Right, and I always talk about kind of the three imperatives of workforce, dei. You know, the moral imperative, which is kind of like the warm fuzzies this makes me feel good, so let's do it, it's the right thing to do. But there's also business imperatives. There's actually data around, you know increased financial performance, employee retention rates, employee morale and then the economic imperative, which you know the state of Minnesota.
Speaker 2:We're seeing changing demographics and we're growing, you know, increasingly more diverse. So I just think understanding the why and being able to define kind of the what, what does diversity mean to you and your organization, is important, and I always, you know, use the example of when I'm out in greater Minnesota. I pull the demographics of the area and say, all right, what am I working with here? Right, and that helps to really set a realistic expectation. If I'm in an area that doesn't have racial diversity, I'm not going to encourage them to develop a racial diversity strategy. You know that's not going to be number one priority, so we can look at other dimensions of diversity people with disabilities or veterans and service members. I think helping them to also understand there can be a customized approach it doesn't have to look like, you know, the Fortune 500 companies that have all the money and the resources is really, really important.
Speaker 1:I love that. And also to what you even touched on. It's kind of like with business owners. We're always talking about what's your niche, what is your target market. I love how you can say you can infuse that with the community that you serve locally, nationally, internationally. So I really like how you touched on that of. You know there's diversity in multiple facets. You know not just one, and I feel like you're right.
Speaker 1:A lot of people even in 2024, are like, oh, compliance, check the box. We did our DEI, you know, by Jebba or Whitney training check and we're done. And it's more than that. It is those three factors that you said you know you have to do it. You know within your own moral, economically, and, of course, you know just as a business, and what are your mission, vision and values and how does as a business, and what are your mission, vision and values and how does go in tandem, I feel like, with DE&I. People feel like it's this branch that's way out there and we'll get to it when we get to it. And I really love how you touched on that, that it should be infused within the fibers of your organization and I really love that. When you said to our, our population is ever evolving in the state of Minnesota and so you are leaving clients at the door, potential potential you know loyal employees, potential even neighbors and collaborators right there because of that fear, in that block of that fear and that block.
Speaker 1:Another thing I, yeah, I really want you to also share with us. Like is there and you've you've shared a lot of really good tips and strategies, but what is something that people can do right now, let's say, as a neighbor, when it's coming to DE and I work?
Speaker 2:Yeah, I mean, educate yourself, I think, first and foremost, and don't be afraid to ask questions and always start the conversation. I realize that is like three separate tips, but I feel like they're all so important. I think this, again, it kind of goes back to that general theme of getting comfortable with being uncomfortable. So much of our fear of another group, whether it's a cultural difference or racial difference or just personality differences, you know, I think about things like neurodiversity and communication style and so much of that fear is associated with just a lack of understanding, and so those bridges can be broken down by just, you know, respectfully, asking questions. How can I better support you, tell me about how you perceive things and how I can best communicate with you, right?
Speaker 2:So engaging in that conversation and staying curious but respectful, I think, is the way to do it. Curious but, but respectful, I think, is the way to do it. Ask questions, you know, make the initiative to make connections. Food is such a great way to bring people together, yes, and or music, or, you know, holidays, traditions like that, I think, find the commonalities. I think we're so focused on what makes us different we sometimes forget that we're all very similar and we all have passions and values and traditions, and those things are the fibers of who we are.
Speaker 2:And even if they're not the same as somebody else, um, we can learn about each other and explore new things and become, you know, better, well-rounded people.
Speaker 1:Yeah, and I love that. You said be curious but respectful. You know I mean there's things when you're like, yeah, I'm here to learn how can I best support you in understand you know your style of you know being receptive of me. You know they're, like you said, personality wise and there's so much now of the knowledge and the resources that we can have off of our phone. You know there's so many resources that we didn't have 20 years ago that is available to us and I always share with my listeners as get those resources written by the people of that cultural group, racial group, neurodivergent group, veteran group. So you really hear that firsthand perspective versus somebody sharing about this group. You know, I think that's more, I feel more authentic versus, well, this person said this, but they've never lived in that life. You know that identity, so you know that's what causes more confusion.
Speaker 1:I love that. Curious but respectful. I love that Girl. You gotta have a t-shirt on that one. Be curious but respectful, let's do it. I love it, let's do it. Yes, yes, oh, man, so let let's before we go, is there anything else you would like to share about your work with the Minnesota Chamber Foundation?
Speaker 2:I'm incredibly proud of the work that we do. We're one of the only state chambers in the nation who is approaching DEI in this capacity and continues to kind of prioritize it within the function of the organization. So I'm proud of that. It's also, you know, nerve wracking but it's exciting. We have a multitude of different offerings and I am just so impressed with the business community here in Minnesota and just their eagerness to approach this work in a respectful, you know, an intentional way. So very, very proud of that chamber work and I would just say it's caused me to grow right. I think you know I talked a little bit about just my kind of individual identity Growing up in Minnesota. You know I grew up in Inonoka, which is a predominantly, you know, white town, and as I was kind of like prepping for the session, I was thinking about you know, white town and as I was kind of like prepping for the session, I was thinking about, you know, multicultural education and the experiences that I had growing up, and you know it's like I didn't have any.
Speaker 1:You know, I just and I was next door to you in Coon Rapids, so I feel you. Yeah.
Speaker 2:I mean, both places had pretty significant racial tensions, you know, in the nin too. So we experienced that there wasn't conversations, there were no, you know, there were no cohorts who were on learning journeys and there were no, you know, discussions infused in in our places of work. And so I just I'm excited to see the change that's occurred. Our younger generations, you know, are obviously very different, and I'm at that age now where I'm seeing the differences. I'm like, oh, I'm not the young generation anymore, which is like a challenge in itself, I know you know I've accepted that.
Speaker 2:You know, I respect that. Our younger generations are demanding different things from business leaders. They want to come to work for an organization who aligns with their moral compass and who is doing good in the world of business in general and how it functions has really kind of solidified the need for this work. So I'm proud of the work that we're doing. There's, you know, immense work to be done. It's a marathon, not a sprint, and so I think, you know, one little one-off training isn't going to change a culture and isn't going to change a state. So it's a lot of small and intentional efforts that are going to drive the change. But even being in this space, you know, six years ago, kind of dipping my toe in, I'm proud of the progress that we've made and I will continue to, you know, support and advocate for the chamber and the unique position that we have to continue making this a priority, honey yes, and I'm so proud of you.
Speaker 1:Miss Whitney from Anoka, you know, and Miss Jebba from Coon Rapids Look at us, you know. It's like you saw the need growing up, and now you have been in a position as a leader for our state, to say we have to do better. And I love how you pointed the future generation and the younger generations are watching us. They want us to see. What are the adults in power going to do? And what I love about that is our younger generation. They're also using their money from us adults to purchase and support your small business as well, and so if you're not, you know, cultivating a environment where they feel like they belong. That's also the bottom line that you have to think about as well. So, oh my gosh, this is just amazing.
Speaker 2:Yeah, you know I think back and just I know I'm totally going like off script here but I want to talk about, just like growing up, too, and just the change.
Speaker 2:I think sometimes we're just so accustomed to this like slow and steady evolution that we kind of forget where we came from. And representation, right Like. I mean, how many cartoons were there where people looked like me or looked like you? That didn't happen, right, commercials, you know. There was always a all black TV show and then, like every other show was a predominantly white cast. And so we grew up just not seeing people that looked like us. And so, you know, being a mother having two daughters, who you know are also mixed race and have curly hair and have different, you know, look different than a lot of their peers, I'm just so comforted in seeing how confident they are in themselves and I just think if I would have had that you know exposure, I would have gone through this journey so much earlier. So I just think there's so much benefit to our children. Again, I think they are more curious and they are more cultured and they are more passionate about inclusion and equity and making a positive difference in the world. So our kids are going to save us.
Speaker 1:They're going to save us and they're more empathetic. Yes, you know, my boys are also, and they're more of well, yeah, mom, that's who that person is and you know their heart is, you know, really looking for others and also asking who's missing. You know, and when I was in Coon Rapids, we had no black teachers until I think my younger sister was in middle school and they had two African American teachers there. One was the gym teacher, the other one was their English teacher. But all through, you know, to high school, I had nobody that looked like me and so it felt very isolating and that was also that light bulb aha moment of you know what, I know who I am and I'm going to help disrupt and dispel those stereotypes that people, when they meet me, can say oh, oh, yeah.
Speaker 1:You know my bias from a person that looks like you is going to be changed because I encountered someone like you. Oh, this is awesome, awesome. Thank you so much, whitney. And where can our listeners get more information about you and your work with the Minnesota Chamber Foundation?
Speaker 2:Yeah Well, thank you for thank you so much for having me. I mean, reach out to me personally if you'd like. I love having conversations with individuals who want to learn more or who are passionate about this work and who are looking for other ways to get involved. So shoot me an email, me an email. My email address is wharvey H-A-R-V-E-Y at mnchambercom. Or you can visit the chamber website, which is mnchambercom, and we have a section on there specifically devoted to diversity, equity and inclusion. So good resources. Some of our webinars which, I'm happy to say, jeva is going to be joining me for our May webinar. So if you're eager for more of that the two of us kind of going back and forth hop on and register for that. It's free to everyone. So I welcome the conversation, welcome feedback and just want to thank you all for listening.
Speaker 1:Thank you so much, whitney, and yes, listeners will have all the information in the show notes. Thank you, whitney again, and thank you everyone for listening at the chat. I'll see you next time. Bye-bye.