The discussion of various panelists and social impact advocates in various organizations was pivotal learning experience for me, and the discussions around EDII policies in the workplace, community involvement in sustainable ways, and the misunderstandings around Artificial Intelligence were especially eye-opening.
Dan Hendry's presentation on positive disruption informed me on the importance of our "hyper-individualistic" systems and the focus of our economy on the wrong objectives. His explanation of the interconnectedness of the economy and environment illustrated the importance of setting up systems in our society to reflect their dependence on one another. Through the introduction of "positive disruption", sustainable development goals are acknowledged, as well as how we will be able to improve as a society. In the panel discussion of AI, I also learned the 5 critical steps to ensuring that there is ethical use of AI in corporations, but more importantly how it can create diversity of thought. I had previously had the misconception that an increase in AI will cause a decrease in available jobs, however learned the integration of AI into teams can increase connectivity and efficiency, and the need for humans alongside them could even create more jobs. Questioning our systems, and the assumptions that we have about certain things was also a theme in the discussions of curating change and reforming practices in institutions to promote inclusivity and equity in talks in the panel discussion and Aba Mortley's interactive presentation. I learned the difference between equality and equity, equality aiming to "check boxes" and make sure that different demographics are present in your organization, and equity being the effort to give minorities or disadvantaged individuals more opportunities so that they are able to succeed. Aba encouraged us to choose one thing that we think that we will be able to change in our community, and I would like to work towards the inclusivity and outreach to more disabled children on behalf of Smith, perhaps through the Queen's Commerce Kids organization. In the panel discussion, the necessity of making social impact as a corporation was discussed by Chu Q. Wang, who emphasized that role models in all levels of an organization would expand empowerment of minorities and promote equity. Knowing where the problems really lie is something that I will examine when I step into the corporate world, and Kate Rowbotham spoke about the 4 steps to ensuring that you, and your organization are thoroughly understanding how to curate change: through awareness, analysis, action and accountability/allyship. The most impactful step in my learning was "allyship", and not being a "performative ally". It is your personal responsibility to inform yourself and take action that may not be seen by others but make a difference. Through looking at representation within Smith, I will ensure that when I take part in clubs there is equitable access to all elements of the organization, and we are committed to using data to assess our inclusivity. In organizations, Chu Q. Wang mentioned the tactic of "reverse mentorships" where junior employees mentor senior employees will create a broader understanding of the current situation that we are living in. Additionally, in job hiring, Christine Coulter mentioned the evaluation of candidates based on competency in providing perspectives and insight, instead of having a specific degree or educational background. This would ensure that there is diversity of thought and greater opportunities for all candidates.
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