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Want to book Kenji Yoshino for your next event?
Email kenji.yoshino@getapeptalk.com, and one of our speaker agents will contact you within hours to confirm availability and fees. If you can, please include your budget upfront – it helps us fast-track your request. It’s also helpful to know the date, format (virtual or in-person), location, and a bit about your audience.
Please note: we can only assist with speaking requests. For anything else, we recommend reaching out to Kenji Yoshino directly.
What topics does Kenji Yoshino specialise in?
Kenji Yoshino specialises in talking about constitutional law, antidiscrimination law, law and literature and more.
What is Kenji Yoshino's speaking style like?
Kenji delivers insightful lectures with clarity and passion, drawing on his extensive expertise in law and diversity. His engaging style fosters a dynamic learning environment that resonates with diverse audiences. AI summary based on real event feedback.
Does Kenji Yoshino offer virtual speaking engagements?
Yes, Kenji Yoshino offers virtual speaker bookings for webinars, online conferences, and remote or distributed team engagements.
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One of the major obstacles to effective allyship is the fear of saying the wrong thing. Join Professor Kenji Yoshino, faculty director of the Meltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law and co-author of his book, Say the Right Thing: How to Talk About Identity, Diversity, and Justice, for guidance on how to overcome this obstacle. Professor Yoshino will share a tool known as the “empathy triangle,” which helps allies reflect on their role, support people affected by bias, and respond to those who engage in non-inclusive behavior. This conversation will offer a highly practical, shame-free, and nuanced approach to issues that we all increasingly confront in our day-to-day lives.
This talk is based on Kenji’s first book COVERING as well as a collaboration he did with the consultancy Deloitte. It looks at the phenomenon of “covering” — the strategy through which individuals downplay a stigmatized identity to blend in at work. Kenji shows through both quantitative data and qualitative data that such covering occurs across all groups (with even 45% of straight white men reporting that they cover), and that it is harmful to both individuals and organizations. Kenji then explores solutions about how individuals can bring more of their authentic selves to the workplace.
