inclusive networks

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Slides from a presentation delivered by joe gerstandt at the 2013 Diversity Summit in Houston, Texas. This presentation introduces Social Network Analysis (SNA) / Organizational Network Analysis (ONA) as powerful tools for Diversity and Inclusion work. When there are disparities in employee experience outcomes (retention, engagement, etc.), there are often times underlying disparities in the networks of relationships.

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inclusive networks

  1. 1. inclusive networks@joegerstandt
  2. 2. joegerstandt.comtwitter.com/joegerstandtlinkedin.com/in/joegerstandtfacebook.com/joegerstandtyoutube.com/joegerstandtjoegerstandt.com/blogslideshare.net/joeg
  3. 3. Sorry that it issuch anincrediblyboringsession.
  4. 4. A little background…
  5. 5. Stanley Milgram (1933 – 1984)
  6. 6. 1967
  7. 7. OmahaBoston
  8. 8. MarkGranovetterJoan ButlerFord Professorin the Schoolof Humanitiesand Sciencesat StanfordUniversity
  9. 9. 1974
  10. 10. 1974How do people cometo get jobs?
  11. 11. 56% got job through a contact
  12. 12. 56% got job through a contact
  13. 13. 1. What?2. Why?3. How?
  14. 14. What do we mean by networks?
  15. 15. networks aresets ofrelationshipsand thepatterns theycreate
  16. 16. these patternsinfluencecommunication,the quality ofcommunication,collaborationand innovation
  17. 17. 1. What?2. Why?3. How?
  18. 18. 1.valuable and uniqueinformation2.innovation3.inclusion
  19. 19. 1.valuable and uniqueinformation2.innovation3.inclusion
  20. 20. consider a ten person team124 59387610
  21. 21. 1976523 8410
  22. 22. 1976523 8410…flow of information?
  23. 23. 1976523 8410…influence?
  24. 24. 1976523 8410…inclusion?
  25. 25. 1.valuable and uniqueinformation2.innovation3.inclusion
  26. 26. Where do good ideas comefrom? That is simple…fromdifferences. Creativity comesfrom unlikely juxtapositions.The best way to maximizedifferences is to mix ages,cultures and disciplines.-Nicolas Negroponte, founder MIT Media Lab
  27. 27. 1.valuable and uniqueinformation2.innovation3.inclusion
  28. 28. inclusion:The actions that we take to includeadditional difference in a process orgroup.• fairness of employment practices• openness to difference• inclusion in decision making• integration of networks
  29. 29. Outcome disparities oftenlinked to social disparities.
  30. 30. Homophily is the tendency ofindividuals to associate and bond withsimilar others. The presence ofhomophily has been discovered in avast array of network studies. Morethan 100 studies that have observedhomophily in some form or anotherand they establish that similaritybreeds connection. These include age,gender, class, and organizational role.
  31. 31. Inclusion is activist…
  32. 32. Inclusion is activist…If you do notintentionally anddeliberatelyinclude, you willunintentionallyexclude. Nohatred required.
  33. 33. 1. What?2. Why?3. How?
  34. 34. action1-Prioritize Relationships• set the expectation• make introductions• mentoring• cross functional teams• social technology
  35. 35. action2-Study Networks• ego networks• bounded networks
  36. 36. a quickexercise…
  37. 37. social network analysisFrom time to time peoplediscuss important matters withother people. Looking back overthe past six months, who are thepeople with whom youdiscussed matters important toyou?
  38. 38. social network analysisConsider the people youcommunicate with in order to getyour work done. Of all thepeople you have communicatedwith during the last six months,who has been the mostimportant for getting your workdone?
  39. 39. social network analysisConsider an important project orinitiative that you are involved in.Consider the people who wouldbe influential for getting itapproved or obtaining theresources you need. Who wouldyou talk to, to get the supportyou need?
  40. 40. social network analysisWho do you socialize with?(spending time with people afterwork hours, visiting one anotherat home, going to social events,out for meals and so on) Overthe last 6 months, who are themain people with whom youhave socialized informally?
  41. 41. analysis• group• proximity• expertise• hierarchy• gender• age• race• ethnicity
  42. 42. analysis• group• proximity• expertise• hierarchy• gender• age• race• ethnicityWhat do you have?What do you have alot of?What do you nothave?What do you need todo differently?
  43. 43. Who do you discuss newideas with?Who do you turn to for help?Who do you get the mostvaluable information from?Who do you trust to keepyour best interests in mind?
  44. 44. human resourcesmarketingfinanceoperationsinformation technologyaffinity groupsexecutive leaders
  45. 45. I understand this person’sknowledge and skills.If I ask this person for help, Iknow they will actively engage.I would be more effective if I hadgreater access to this person.When you interact with thisperson how does it impact yourenergy level?
  46. 46. www.joegerstandt.comjoe.gerstandt@gmail.comwww.twitter.com/joegerstandtwww.linkedin.com/in/joegerstandtwww.facebook.com/joegerstandt402.740.7081
  47. 47. resources• The Hidden Power of Social Networks |Rob Cross, Andrew Parker• Social Gravity: Harnessing the NaturalLaws of Relationships | Joe Gerstandt,Jason Lauritsen• Social Network Analysis | Christina Prell• Understanding Social Networks | CharlesKadushin

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