Storytelling in diversity and inclusion 

 I am currently working in the HR department on a multinational company . I   volunteered to be part of an internal HR committee design to bring the topic of   diversity and inclusion to the daily life of the company . The first step that was taken by   the organization was to launch an anonymous survey to get to know how much people   knew about this topics and how they felt about it . It was not a surprise that most   people in leading positions thought they were very inclusive in the way they managed   their teams . Yet , many people who identify with a minority group answered they felt   at least sometimes uncomfortable by some colleagues attitudes . It was clear that there   was much room for improvement . 

 The first step to address the issue had to be to create awareness of the problem and   get people involved in to inclusion . It was important to trained all the organization on   diversity complexity and to generate a space of reflection and awareness . The main   question remained open , how shall we address this trainings in order to make sure a   high number of people got involved . It is a matter of fact that in the current context   there is much work to be done , and distance makes harder to create involvement .   Nevertheless , this distance also makes diversity and inclusion in organizations more   important that never in order to keep teams aligned and promote innovation . 

 As it was mention in the video lectures , storytelling is a powerful tool that can be used   to generate an emotional connection and that was exactly what we needed . If we   wanted people to get engage , then we needed them feel part of the cause and know   they could make a difference . For that reason , we considered it was an excellent   opportunity to put this technique in to practice . We wanted to create some space to   reflation and make people think about their behaviors . It was important not only to tell   people what inclusion is all about , but also make sure they wanted to implement   inclusive practices on daily bases . 

 We decided to set up a “ diversity week ” where many events where going to be held   with different topics . The basic idea was to generate short trainings that boost   participants to debate on the issues and discover how their own cognitive biases might   be involved in their actions and reactions . We used some day to day scenarios to   propose reflection . Recreating common situations was a good way to connect with   colleagues . The idea was to prove how different people might have different   perspectives towards the same actions . That way , it was possible for participants to   listen each others opinions and reconsider their own understandings . 

 Applying storytelling gave us the opportunity to approach diversity issues on a   different way . It was an excellent tool to involve the hole organization in the process   and make sure it had real impact . Unlike other   trainings , when design thinking   strategies are applied the user connect the content with their own thoughts and   experiences . By doing so , it is possible to generate empathy and reflection . We   received very good feedback from colleagues and most participant were interests in 

 getting even more information and trainings . Moreover , the engagement of many   participants was source of motivation for other members of their teams . 

 With this experience we could prove how necessary it is to change the approach we   use in human resources to design trainings and coaching activities . Design thinking   techniques can not only help to deliver more effective trainings , but also get a better   understanding of our user needs . Involving the business on the hole process can bring   a better used of our time and resources . It was and excellent exercise for HR members   also to rethink the way we relate with the rest of the organization . Leathers also had a   better response feeling part of the learning process of their teams . It is matter of fact   that design thinking came to the organization to stay . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: 
PHONE_NUM: 
STREET_ADDRESS: 
URL_PERSONAL: 
USERNAME: 

### Task: You are a PII (Personal Identity Information) Detection. Given a essays written by students, you have to identify ONLY the following:
NAME_STUDENT - The full or partial name of a student that is not necessarily the author of the essay. This excludes instructors, authors, and other person names.
EMAIL - A student’s email address.
USERNAME - A student's username on any platform.
ID_NUM - A number or sequence of characters that could be used to identify a student, such as a student ID or a social security number.
PHONE_NUM - A phone number associated with a student.
URL_PERSONAL - A URL that might be used to identify a student.
STREET_ADDRESS - A full or partial street address that is associated with the student, such as their home address.
### Input: Storytelling in diversity and inclusion 

 I am currently working in the HR department on a multinational company . I   volunteered to be part of an internal HR committee design to bring the topic of   diversity and inclusion to the daily life of the company . The first step that was taken by   the organization was to launch an anonymous survey to get to know how much people   knew about this topics and how they felt about it . It was not a surprise that most   people in leading positions thought they were very inclusive in the way they managed   their teams . Yet , many people who identify with a minority group answered they felt   at least sometimes uncomfortable by some colleagues attitudes . It was clear that there   was much room for improvement . 

 The first step to address the issue had to be to create awareness of the problem and   get people involved in to inclusion . It was important to trained all the organization on   diversity complexity and to generate a space of reflection and awareness . The main   question remained open , how shall we address this trainings in order to make sure a   high number of people got involved . It is a matter of fact that in the current context   there is much work to be done , and distance makes harder to create involvement .   Nevertheless , this distance also makes diversity and inclusion in organizations more   important that never in order to keep teams aligned and promote innovation . 

 As it was mention in the video lectures , storytelling is a powerful tool that can be used   to generate an emotional connection and that was exactly what we needed . If we   wanted people to get engage , then we needed them feel part of the cause and know   they could make a difference . For that reason , we considered it was an excellent   opportunity to put this technique in to practice . We wanted to create some space to   reflation and make people think about their behaviors . It was important not only to tell   people what inclusion is all about , but also make sure they wanted to implement   inclusive practices on daily bases . 

 We decided to set up a “ diversity week ” where many events where going to be held   with different topics . The basic idea was to generate short trainings that boost   participants to debate on the issues and discover how their own cognitive biases might   be involved in their actions and reactions . We used some day to day scenarios to   propose reflection . Recreating common situations was a good way to connect with   colleagues . The idea was to prove how different people might have different   perspectives towards the same actions . That way , it was possible for participants to   listen each others opinions and reconsider their own understandings . 

 Applying storytelling gave us the opportunity to approach diversity issues on a   different way . It was an excellent tool to involve the hole organization in the process   and make sure it had real impact . Unlike other   trainings , when design thinking   strategies are applied the user connect the content with their own thoughts and   experiences . By doing so , it is possible to generate empathy and reflection . We   received very good feedback from colleagues and most participant were interests in 

 getting even more information and trainings . Moreover , the engagement of many   participants was source of motivation for other members of their teams . 

 With this experience we could prove how necessary it is to change the approach we   use in human resources to design trainings and coaching activities . Design thinking   techniques can not only help to deliver more effective trainings , but also get a better   understanding of our user needs . Involving the business on the hole process can bring   a better used of our time and resources . It was and excellent exercise for HR members   also to rethink the way we relate with the rest of the organization . Leathers also had a   better response feeling part of the learning process of their teams . It is matter of fact   that design thinking came to the organization to stay .
### Output: 