RESET! what diversity and inclusion mean today (2011 PHWC))

RESET! #NOHRC

@joegerstandt

What looks like resistance is often a lack of clarity.
Switch, Dan and Chip Heath

what
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diversity is…
difference
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difference takes many forms
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difference is relational
… it exists between people, not in people
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difference is generative
… difference always changes social groups
(tension)
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difference can be the cause of…
Introducing or increasing difference in a social group can trigger:
we vs. they mentality
stereotyping
in-group favoritism
inter-group conflict
satisfaction, performance, turnover get worse
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difference changes social groups…
greater diversity = greater variance in performance
(groups with more diversity always perform better or worse than groups with less diversity)
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inclusion is…
Our ability to include difference and utilize the resources that we have access to.
fairness of employment practices
openness to difference
inclusion in decision making
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“… being at home…”
“… belonging…”
“… able to bring my whole self to work…”
“… feeling that my unique contribution was valued…”
“… my perspective is always considered…”
“… I have a say in what happens…”
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i d e n t i t y d i v e r s i t y @joegerstandt

time
for
some exercise

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cognitive diversity
differences in mental processes of perception, judgment, categorization, rules of thumb, etc.
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@joegerstandt analytical rational realistic factual logical definitive risk taker creative flexible synthesizer conceptual intuitive persistent planner organized disciplined detailed practical passionate cooperative empathetic expressive harmonizing responsive

Solving technical problems Analyzing complex issues Logical approach Interpersonal aspects of situations Ice breakers Socializing in meetings Conceptualizing Innovating Seeing the big picture Routine Meetings Details Structure Expressing ideas Understanding group dynamics Team building Logic ahead of feelings No interaction with people Implementing ideas Developing plans Follow-up and completion “ Blue Sky” thinking Not following the rules Joys Frustrations Joys Frustrations Joys Frustrations Joys Frustrations Cerebral Mode (abstract & intellectual thought) Limbic Mode (concrete and emotional processing) Left Mode Right Mode ANALYZE ORGANIZE STRATEGIZE PERSONALIZE @joegerstandt

@joegerstandt analytical rational realistic factual logical definitive risk taker creative flexible synthesizer conceptual intuitive persistent planner organized disciplined detailed practical passionate cooperative empathetic expressive harmonizing responsive

MBA Harvard University 100 people @joegerstandt

MBA Harvard University 100 people team #1 @joegerstandt

MBA Harvard University 100 people team #1 team #2 @joegerstandt

@joegerstandt counting money spending money saving money helping the others

If everyone is thinking the same thing, someone isn’t thinking at all.
-General George S. Patton
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why
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1-new competitive advantage
Change is the engine of growth. Sustainable, profitable change is fueled by innovation.
@joegerstandt

Change is the engine of growth. Sustainable, profitable change is fueled by innovation.
The Medici Effect | Frans Johannson @joegerstandt

The Medici Effect | Frans Johansson
The Social Origin of Good Ideas | Ronald Burt (social capital)
Teams with training and experiential diversity.
None of us is as smart as all of us.
-Ken Blanchard
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2-generational transition US Population Percent Change by Age: 1990 to 2000 @joegerstandt

3-new workforce @joegerstandt

4-new consumers @joegerstandt

5-better problem solving The Difference | Scott Page @joegerstandt

6-conformity kills @joegerstandt

7-human nature @joegerstandt

what gets in the way
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stereotype
An idea or image; a mental framework that contains our knowledge, beliefs, expectations and feelings about a social group. Stereotypes allow for no individuality.
@joegerstandt

stereotype
waitress
librarian

smoke
bowl
eat hamburgers

smoke
bowl
eat hamburgers
knit
wear glasses
eat salads

stereotype
be engaged in honest and ongoing dialogue with that person
journal or make notes regarding performance (good and bad)
include observations of others
@joegerstandt

confirmation bias
Our tendency to search for or interpret new information in a way that confirms preconceptions and avoids information and interpretations which contradict prior beliefs.
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confirmation bias
be engaged in candid and ongoing dialogue with that person
consistently journal or collect notes about performance
always include observations of others
work to challenge individual and collective assumptions
focus on outcomes
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fundamental attribution error
Unjustified tendency to assume that a person's actions depend on what "kind" of person that person is rather than on the social and environmental forces influencing the person.
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fundamental attribution error
always assume positive intent
work to consistently pursue additional info, and ask good open ended questions
listen actively
include observations of others
work to challenge individual and collective assumptions
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@joegerstandt

If you do not intentionally, deliberately and proactively include, you will unintentionally exclude.
@joegerstandt

Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction learning growth self-organization stress conflict exhaustion celebration reinforcement energy low productivity wasted energy factions low interaction reflection safety clearing the decks isolation misunderstanding frustration comfort belonging rest and recovery boredom stagnation death

Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction move to low difference: Tell a joke. State a shared value or belief. Share personal experience. Pick a low difference topic. move to low interaction: Stop communicating. Leave the area. Explain yourself. Pick a low communication topic. low interaction move to high interaction: Ask a question. Use another medium. Listen more. Pick a high communication topic. move to high difference: Amplify little differences Play devils advocate Pick a high difference topic

thank you! @joegerstandt

joe gerstandt
www.joegerstandt.com
[email_address]
www.twitter.com/joegerstandt
www.linkedin.com/in/joegerstandt
www.facebook.com/joegerstandt
402.740.7081
@joegerstandt

resources
The Difference : How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies | Scott Page
The Wisdom of Crowds | James Surowiecki
A Whole New Mind | Daniel Pink
The Medici Effect | Frans Johansson
The Geography of Thought | Richard Nisbett
@joegerstandt

resources
Achieving Success Through Social Capital: Tapping Hidden Resources in Your Personal and Business Network | Wayne E. Baker
The Whole Brain Business Book | Ned Herrmann
Competitive Advantage Through People: Unleashing the Power of the Work Force | Jeffrey Pfeffer
@joegerstandt

RESET! what diversity and inclusion mean today (2011 PHWC))

by joe gerstandt

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