Episode 19 : Importance of D&I Conversation During COVID-19
August 4, 2020
Build more inclusive cultures via impactful conversations . Conversations are needed to build a culture of Diversity, Inclusion, and Equity. An Inclusive company culture increases revenue by 19% and creates a more empathetic world.
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Michele:
Hello, everybody, it is so great to be here with you today.
I don’t know about you, but it’s been a very busy week. But I’m extremely happy to have with us the founder of a company called story boat. And I want to welcome Nassim, Abdi, with us today. How are you doing?
I don’t know about you, but it’s been a very busy week. But I’m extremely happy to have with us the founder of a company called story boat. And I want to welcome Nassim, Abdi, with us today. How are you doing?
Nassim:
Hi, good morning. Michelle, thank you so much for having me on your show. And I’m doing good as much as you could stay positive and good. Right? And, yeah.
Michele:
So you’re still in the midst of COVID-19, um, across the world, actually, not just here in the US. But it is we’re still talking to various experts who are in the diversity and inclusion space. And I really want to talk to the scene because she is truly doing something special and different with story bolt. So can you tell us a bit about what a story bolt in and just a little at first, and the inspiration behind it?
Nassim:
Absolutely, absolutely show. So storyboard is a platform that brings courageous conversations to organizations by connecting employees and basically organizations who are passionate about diversity, equity and inclusion, to professional storytellers, which are documentary filmmakers and their short stories. And not only screening and watching their films, but also having conversations with them q&a conversations life become. So we are a marketplace that connects these two sides of market organizations are passionate about the movie, and documentary filmmakers and then shorts, authentic stories.
Michele:
Now, for me, I was like, when we originally talked about this, I was like, I don’t understand is called story bolts.
So hey, Monica, so I’ll put it in the chat.
So story bolt.com. And for me what you’re saying
courageous conversations, talking about diversity inclusion.
filmmakers never comes together. Like, what do you mean bringing those courageous conversations? And, and having, um, Bill, how does that work? Like, what does that look like? Because I am really intrigued by those two things marry together.
So hey, Monica, so I’ll put it in the chat.
So story bolt.com. And for me what you’re saying
courageous conversations, talking about diversity inclusion.
filmmakers never comes together. Like, what do you mean bringing those courageous conversations? And, and having, um, Bill, how does that work? Like, what does that look like? Because I am really intrigued by those two things marry together.
Nassim:
Yeah, yeah, that’s a that’s a great question. Sure. So, uh, well, let me first say like the name storyboards be chosen depicted, because it’s just like a lightning bolt. stories can create that
inspiration ignite to dig into a topic. That is very important. When you hear stories, your human’s brain is wired, to understand stories better than anything else, right. So when you have a short documentary that has story of someone, and I will give you an example.
They have more than 3000 short documentaries from hundreds of countries around the world. And the fascinating thing about these films is they’re all stories and personal stories, either of the filmmaker that was so passionate to these who decided to make a short documentary or someone else that he or she was passionate about to share that story there.
So a short documentary, for example, about topic of LGBTQ and the challenges and or stories that people at workplace
faced with Vic in that community. And when you have a short documentary that tells someone’s story about
this specific topic, and then you can talk with the filmmaker who has hours of behind the camera stories. It creates a powerful moment, it creates an I would say magical moment, that safe environment that everybody can start talking about that topic.
inspiration ignite to dig into a topic. That is very important. When you hear stories, your human’s brain is wired, to understand stories better than anything else, right. So when you have a short documentary that has story of someone, and I will give you an example.
They have more than 3000 short documentaries from hundreds of countries around the world. And the fascinating thing about these films is they’re all stories and personal stories, either of the filmmaker that was so passionate to these who decided to make a short documentary or someone else that he or she was passionate about to share that story there.
So a short documentary, for example, about topic of LGBTQ and the challenges and or stories that people at workplace
faced with Vic in that community. And when you have a short documentary that tells someone’s story about
this specific topic, and then you can talk with the filmmaker who has hours of behind the camera stories. It creates a powerful moment, it creates an I would say magical moment, that safe environment that everybody can start talking about that topic.
Michele:
Love it. I love it. So you told us a bit about storyboard and how it works, how it marries to filmmaking
and inspiration, but how does it work like, is it I’m having an issue in the workplace?
As an employee, do I come to storyboard? Or am I DNI, diversity inclusion practitioner or director? And I want to talk about different parts of intersectionality. Whether it’s for women, people of color, LGBTQ, like how who, who is coming to storyboard calm? And what should they expect?
and inspiration, but how does it work like, is it I’m having an issue in the workplace?
As an employee, do I come to storyboard? Or am I DNI, diversity inclusion practitioner or director? And I want to talk about different parts of intersectionality. Whether it’s for women, people of color, LGBTQ, like how who, who is coming to storyboard calm? And what should they expect?
Nassim:
another great question. So we do work, as he explained with director of diversity and inclusion, because most of the time, they see that the intersectionality, among all different topics related to the AI. And we do have all different diverse series of films on different topics, which is makes sense a lot if you have these sessions throughout the year and have these conversations ongoing.
But we do also receive requests from employee resource groups, which are specifically, for example, focused on women at workplace or veterans or minority groups, for any RG that are passionate about the rights of that group. They can come to our platform and
make a request and have a demo and pick their favorite topic.
But we do also receive requests from employee resource groups, which are specifically, for example, focused on women at workplace or veterans or minority groups, for any RG that are passionate about the rights of that group. They can come to our platform and
make a request and have a demo and pick their favorite topic.
Michele:
That is very good. This is actually a really, really great resource for a lot of er G’s.
As you said, especially for organizations starting out starting their er G’s, let me ask you,
for COVID-19, specifically, what are some films that you have already that you’ve worked on that are resources right now, that would be really helpful to employers, and, most importantly, for their employees, but take some of the heavy lifting off of DNI teams that are really inundated right now and trying to support their employees.
As you said, especially for organizations starting out starting their er G’s, let me ask you,
for COVID-19, specifically, what are some films that you have already that you’ve worked on that are resources right now, that would be really helpful to employers, and, most importantly, for their employees, but take some of the heavy lifting off of DNI teams that are really inundated right now and trying to support their employees.
Nassim:
Absolutely. So even before COVID-19, when we started this platform, and in this model, we were taking the virtual approach, because we wanted to bring all unheard voices to these conversations.
And I can share with you how this all got started later. But basically, the idea is to have all these unheard voices to this conversations, which means we don’t, we should not have geographical boundaries on that. And we should not be limited by that. So the model that we had even before COVID-19 was a virtual model that they could book your screen. for employees, even remote employees could watch the documentary all together at the same time. Of course, different time zones sometimes make it like, difficult to have one specific time, they want a bit more than one time to watch the film. But having a live q&a with the filmmaker, no matter where that the filmmaker is geographically located. So we have filmmakers from India, Turkey, Japan, all different part of the word connecting, um, specifically after COVID-19 situation and be forced to be remote employees and directors who are trying still even harder now to
create the community feeling and the resiliency that is needed for this specific time that you’re all experiencing. We are having some specific collections. One that is coming up and is probably a really great one, which we are getting a lot of requests for is next month, month of May, which is mental health awareness. And it’s a perfect time to sort of check in with our community and make sure that you’re understanding conversations around mental health and the the stigma around mental health and specifically in this time of isolation, it’s really important to have that kind of conversation. So mental health, you have specific collection, then the month after is Pride Month LGBTQ
series there. So like short answer to your question is right now the directors can go to our platform, book a demo and
get exactly what they need for, for their organization for their community and they submit their requests of topics and you’ll have meetings with them and making sure that you meet exactly what they need and they can provide it there.
And I can share with you how this all got started later. But basically, the idea is to have all these unheard voices to this conversations, which means we don’t, we should not have geographical boundaries on that. And we should not be limited by that. So the model that we had even before COVID-19 was a virtual model that they could book your screen. for employees, even remote employees could watch the documentary all together at the same time. Of course, different time zones sometimes make it like, difficult to have one specific time, they want a bit more than one time to watch the film. But having a live q&a with the filmmaker, no matter where that the filmmaker is geographically located. So we have filmmakers from India, Turkey, Japan, all different part of the word connecting, um, specifically after COVID-19 situation and be forced to be remote employees and directors who are trying still even harder now to
create the community feeling and the resiliency that is needed for this specific time that you’re all experiencing. We are having some specific collections. One that is coming up and is probably a really great one, which we are getting a lot of requests for is next month, month of May, which is mental health awareness. And it’s a perfect time to sort of check in with our community and make sure that you’re understanding conversations around mental health and the the stigma around mental health and specifically in this time of isolation, it’s really important to have that kind of conversation. So mental health, you have specific collection, then the month after is Pride Month LGBTQ
series there. So like short answer to your question is right now the directors can go to our platform, book a demo and
get exactly what they need for, for their organization for their community and they submit their requests of topics and you’ll have meetings with them and making sure that you meet exactly what they need and they can provide it there.
Michele:
Love it. Yeah, I think a while I know for many companies is no longer we aren’t focusing on those usual activities that we have planned is how do we support and we still need to continue to support those initiatives, those causes, because they are very important to our to employees, because it truly helps them. Good morning, everyone. So I love that that you have that available specifically for employers. Now, I want to go back to you, because we haven’t talked about you who you are, how did you get here? Because something that really struck me was how many countries you have films in So first, let’s talk about you where you’re originally from. How did you get up here in the US, because you start to have a southern accent like me, but not that Southern?
Nassim:
Yeah, I confuse everyone with my accent and how I look like so so many people start speaking Spanish with me. And all I know to say is no say, which makes it worse because they think that I know Spanish, because if you get most, I got this calling from many of my now friends that they first thought I’m from Mexico, and they are right, I’m probably look like
Mexicans a lot. And that shows how much you’re all connected. I’m originally from Iran, actually. And I’m Iranian American now. And I came to us in 2003 as a graduate students, and I got my PhD in international education, intersection with movement studies. And, and I was not in the field of platforms and companies and startups and that that field. But I was very much into the conversation around diversity, equity and inclusion from the very beginning. That was my field.
But then started as a faculty member, teaching at the universities,
to the idea of storyboard came to me when I was teaching you my class.
And I was teaching a talk about a topic that was very close to my heart.
It was impact of war on people in my transnational feminism class, and I was very passionate to engage my students with the topic because
it was very personal to me. Unfortunately, I grew up during the brutal war, and lost my fiancee due to the chemical attacks on Iran. So you can imagine when I try to talk about this topic, or teach about this topic, how much I want to engage my audience. And I had so many dreams that I was thinking, I’m going to share my personal stories, they’re going to get engaged, and they are going to want to learn more, we are going to talk about theories. And then they want to take action, they want to do something about it. And none of those happens. I didn’t even get proper eye contact with them. Probably because they couldn’t relate to my studies. They’ve never lived in a real war. So that day was very frustrating. And I went home. pretty sad. And I even thought maybe I should not teach maybe if I can’t teach about the most important topic of my life. What else can I teach about. And then I had an idea, I decided to use another experience that I had, which was I happen to be the leading actress of a film that was featured on Netflix, and was awarded in international film festivals, like
many small festival and many other places, not because of me because of the brilliant director. But the year that I came to us as a grad student, the year before it was on a tour in US and Europe, movie theaters. And then the year that I arrived here, it was on Netflix. So wherever I went, they want to have a screening and a q&a with me. And at first I was a little shy about it. But then I started really loving that because I found that film doesn’t magic creates a very safe environment to have a deep, engaging conversation. And honestly, I made my best friends through those Q and A’s. So I started thinking maybe I can use that experience in my class. And I showed them a short documentary about the issue. It was a perfect documentary made by by a documentarian in New York City. Anyway, that’s her on screen for video chats. And my students would gaze on the screen and ask brilliant questions and wanted to take action. So they were really passionate and my dream came through. It changed everything for them. And also for me, I decided to quit teaching and be the brilliant team that with barback, my co founder we created we started building this platform. Once the
Mexicans a lot. And that shows how much you’re all connected. I’m originally from Iran, actually. And I’m Iranian American now. And I came to us in 2003 as a graduate students, and I got my PhD in international education, intersection with movement studies. And, and I was not in the field of platforms and companies and startups and that that field. But I was very much into the conversation around diversity, equity and inclusion from the very beginning. That was my field.
But then started as a faculty member, teaching at the universities,
to the idea of storyboard came to me when I was teaching you my class.
And I was teaching a talk about a topic that was very close to my heart.
It was impact of war on people in my transnational feminism class, and I was very passionate to engage my students with the topic because
it was very personal to me. Unfortunately, I grew up during the brutal war, and lost my fiancee due to the chemical attacks on Iran. So you can imagine when I try to talk about this topic, or teach about this topic, how much I want to engage my audience. And I had so many dreams that I was thinking, I’m going to share my personal stories, they’re going to get engaged, and they are going to want to learn more, we are going to talk about theories. And then they want to take action, they want to do something about it. And none of those happens. I didn’t even get proper eye contact with them. Probably because they couldn’t relate to my studies. They’ve never lived in a real war. So that day was very frustrating. And I went home. pretty sad. And I even thought maybe I should not teach maybe if I can’t teach about the most important topic of my life. What else can I teach about. And then I had an idea, I decided to use another experience that I had, which was I happen to be the leading actress of a film that was featured on Netflix, and was awarded in international film festivals, like
many small festival and many other places, not because of me because of the brilliant director. But the year that I came to us as a grad student, the year before it was on a tour in US and Europe, movie theaters. And then the year that I arrived here, it was on Netflix. So wherever I went, they want to have a screening and a q&a with me. And at first I was a little shy about it. But then I started really loving that because I found that film doesn’t magic creates a very safe environment to have a deep, engaging conversation. And honestly, I made my best friends through those Q and A’s. So I started thinking maybe I can use that experience in my class. And I showed them a short documentary about the issue. It was a perfect documentary made by by a documentarian in New York City. Anyway, that’s her on screen for video chats. And my students would gaze on the screen and ask brilliant questions and wanted to take action. So they were really passionate and my dream came through. It changed everything for them. And also for me, I decided to quit teaching and be the brilliant team that with barback, my co founder we created we started building this platform. Once the
Michele:
By the time that is that is definitely not the traditional anywhere close, I think, a traditional startup founders story, but it definitely has a passion and and driven experience behind it your why is definitely very, very powerful. So, as we continue going through COVID-19
what do you see some additional needs for a diversity and inclusion practitioners? Like, um, I know when we, when I first thought about putting together this virtual summit for diversity, equity and inclusion, it was specifically seeing the changes in the issues that were coming about from across the world. And this was March like so it was six weeks ago or more.
I know and it seems like a lifetime ago, but it’s only six weeks. exactly what’s in. So what are you seeing now that we we are six weeks further into COVID-19? Some digital ease from current or previous clients that they’re coming back to you for that summit? other employees have not thought about or started investigating on right now right now in their workplaces?
what do you see some additional needs for a diversity and inclusion practitioners? Like, um, I know when we, when I first thought about putting together this virtual summit for diversity, equity and inclusion, it was specifically seeing the changes in the issues that were coming about from across the world. And this was March like so it was six weeks ago or more.
I know and it seems like a lifetime ago, but it’s only six weeks. exactly what’s in. So what are you seeing now that we we are six weeks further into COVID-19? Some digital ease from current or previous clients that they’re coming back to you for that summit? other employees have not thought about or started investigating on right now right now in their workplaces?
Nassim:
Yeah, absolutely. Great question shop. Yeah, our world is upside down and routine has changed. And there are
so many important things that we need to pay attention specifically in these remote communities that now we are having conversations around diversity and inclusion are even more important these days. And believe it or not, I was reading an article by Harvard Business Review that the companies who are going to be the successful ones out of this era of COVID-19 are those who are more diverse and more passionate about inclusivity. Because this is the time that you could see that even more than before how important it is to have different approaches different perspectives on board.
As we are making decisions in our teams, as we are considering the next important path with our
venture every company or specific team decision making. And if you don’t have that diversity of approaches onboard, it’s really hard to go
to the right direction.
This isolation also created another need of checking in with each other and making sure that we are understanding each other really well. Before it was like you’re in hallway and passing each other or having lunch together. And having all these different conversations, which could create that connection and
ally ship somehow in the workplace. Now, we don’t have that. So if we don’t intentionally create space for conversations, using all these innovative models that are out there,
it is really hard to continue with the situation. And we are getting requests on specifically of an ally ship is a topic that we created a collection curated series on that. And
next week, we are going to have a webinar to explain what we got for mental health and LGBTQ and
love to share that with the directors the idea first, and we’re adding to that based on requests we are getting from different companies out there.
so many important things that we need to pay attention specifically in these remote communities that now we are having conversations around diversity and inclusion are even more important these days. And believe it or not, I was reading an article by Harvard Business Review that the companies who are going to be the successful ones out of this era of COVID-19 are those who are more diverse and more passionate about inclusivity. Because this is the time that you could see that even more than before how important it is to have different approaches different perspectives on board.
As we are making decisions in our teams, as we are considering the next important path with our
venture every company or specific team decision making. And if you don’t have that diversity of approaches onboard, it’s really hard to go
to the right direction.
This isolation also created another need of checking in with each other and making sure that we are understanding each other really well. Before it was like you’re in hallway and passing each other or having lunch together. And having all these different conversations, which could create that connection and
ally ship somehow in the workplace. Now, we don’t have that. So if we don’t intentionally create space for conversations, using all these innovative models that are out there,
it is really hard to continue with the situation. And we are getting requests on specifically of an ally ship is a topic that we created a collection curated series on that. And
next week, we are going to have a webinar to explain what we got for mental health and LGBTQ and
love to share that with the directors the idea first, and we’re adding to that based on requests we are getting from different companies out there.
Michele:
Yeah, I can definitely definitely see that need. And see and agree with the companies who are more diverse, are able to address the issues and understanding that because they understand the needs from a more well rounded group of employees who are coming for sharing and saying, hey, you need to look at this. And others are only focused, they’re only hearing one, one voice and or at least listening only to one voice. And that then can lead you to making very narrow decisions. So I’ll put out put it that way.
So as far as a story bolt and the resources definitely definitely everyone if you’re even if you’re not in DNI but your employer really is looking for a way to continue to support employee ease. This is a great resource that they can utilize to help
I’m address some DNI issues, especially as the workplaces have restructured for many of us and other places, is looking at what we’re calling now essential workers who are generally lower paid.
Frontline, meaning they are literally caught high contact, and what will that be as immediate impact to communities of color, as well as to the overall us like, what will that have for all of us in the long run? But definitely, definitely, what do you need to do, because that is still very stressful, they’re going to work more so because they have to, yeah, they have to pay their bills. And they really, really need to. So that is a whole other level of mental health and stress that I think employers have yet to really delve into, and that they’re going to see not only from their direct employees, but their entire families
that I foresee coming that hasn’t that isn’t really being addressed right now. The address on mental on mental health is distress we’re feeling right now. But what comes after this for for so many families and co workers is going to be important as well.
So as far as a story bolt and the resources definitely definitely everyone if you’re even if you’re not in DNI but your employer really is looking for a way to continue to support employee ease. This is a great resource that they can utilize to help
I’m address some DNI issues, especially as the workplaces have restructured for many of us and other places, is looking at what we’re calling now essential workers who are generally lower paid.
Frontline, meaning they are literally caught high contact, and what will that be as immediate impact to communities of color, as well as to the overall us like, what will that have for all of us in the long run? But definitely, definitely, what do you need to do, because that is still very stressful, they’re going to work more so because they have to, yeah, they have to pay their bills. And they really, really need to. So that is a whole other level of mental health and stress that I think employers have yet to really delve into, and that they’re going to see not only from their direct employees, but their entire families
that I foresee coming that hasn’t that isn’t really being addressed right now. The address on mental on mental health is distress we’re feeling right now. But what comes after this for for so many families and co workers is going to be important as well.
Nassim:
Absolutely. couldn’t say further. Okay.
Michele:
Well, Nassim, thank you so much for spending time with me today. I really, really enjoyed it.
Nassim:
Thank you so much for having me, Michelle. Thank you.
Michele:
Where can people reach you? How can they find you?
Nassim:
Sure. Actually, LinkedIn is a great place that brings connections. And definitely any comments under this
broadcast that the link that you’re going to share on LinkedIn would be a perfect place to connect and my profile on LinkedIn
is exactly my name, Missy mathy, my email nessim
dot abdi@storyboards.com.
And our platform also, we are we are a team that is really working hard to reach out to anyone who needs
our service these days. And definitely if they submit their request to our platform.
The you’re going to be more than happy to help but my personal email messing up Appiah storyboard calm.
Sure. Actually, LinkedIn is a great place that brings connections. And definitely any comments under this
broadcast that the link that you’re going to share on LinkedIn would be a perfect place to connect and my profile on LinkedIn
is exactly my name, Missy mathy, my email nessim
dot abdi@storyboards.com.
And our platform also, we are we are a team that is really working hard to reach out to anyone who needs
our service these days. And definitely if they submit their request to our platform.
The you’re going to be more than happy to help but my personal email messing up Appiah storyboard calm.
Michele:
Thank you so much for joining me today, everybody. I will be back tomorrow, just to you know, let you know what’s coming up with the the summit for diversity, equity inclusion during uncertain times. Because we have so many other DNI experts like in the scene, who are I’m going to interview and how much you can glean from each of them next week with this virtual summit.
So everybody have a great week, and I will talk to you later.
Thanks, Michelle. You’re welcome. Bye, everyone.