REINVENT YOUR DIVERSITY AND INCLUSION STRATEGY

By Changing Your Corporate Language

Agenda Slide

Why We Need New Language

Background Affects Everything

Getting the Buy In For People

Getting the Buy In for Leadership

PAUSE Language

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Re-Inventing Diversity

Future Oriented,

System-Based,Culture Change

UnconsciousPerceptions

andBehaviors

US Centric;Race and Gender;Cultural

Assimilation

Event-based;Training Oriented

Globalism;Cultural

Intelligence/Flexibility

Corrective:“Us vs. Them”;

EEO/AA;Political

Correctness

Background

Cultural/Personal B

ackground

Cultural/Personal

The Anatomy of Conflict

Shifting from Content…

Wondering whether we are good people?

Understanding the way we think!

…to Context!

Diversity = Productivity and Better Decisions

“Identity diversity among intelligent people on a team contributes more to effective problem-solving than a team comprised of the best-performing, intelligent people without identity diversity.”

-Scott Page, NY Times, January 8, 2008

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FearExcitement

Roller coastersare fun!

Roller coastersare scary!

Background7

Background

• Enables linguistic interpretation to take place

• Enables perceptual interpretation to take place

• Structures consciousness

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John Searle

Background

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Cultural Lens

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me you

What is Unconscious Bias? The process by which the brain uses mental associations that are so well-established as to operate without awareness, or without intention, or without control.

Source: Project Implicit, Harvard Universityhttps://implicit.harvard.edu/implicit/demo/background/faqs.html#faq211

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Implicit Association Test

Tony Greenwald

Mazharin Banaji

Brian Nosek

Unconscious Associations Between Gender and Career

The Implicit Association Test measures unconscious associations in thinking.

The results show 82% of respondents with at least aslight automatic association of:• Male with Science• Female with Liberal Arts

The Impact of a Name

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United States

Singapore

Sweden

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1200 married male managers in the UK/US were asked to evaluate two identical candidates for advancement:

Men married to women with careers of their own select the male and female candidates

equally

Men married to women whom are homemakers overwhelmingly choose

the male candidate

Fisher, Anne. “Women: Want a promotion? Find a boss whose wife has a career.” fortune.cnn.com. Original research: Sreedhari Desai, Kenan-Flagler Business School at the University of North Carolina.16

Micro-Behaviors

MicroAdvantage

MicroInequity

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Formal And Informal Decisions Matter

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Discrimination is Bad, But Favoritism goes unchecked

How Might Impact Your Informal Decisions?

• Your Go To People

• Who you send to meetings

• Who you talk to after meetings

• Who you give plum assignments to

• Who you informally mentor

• Who you have lunch with

• Who do you give informal feedback to

Buy In At The Top Is Essential

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Stakeholders

• Compliance Case: Legal

Issues

• Values Based: “It is the

right thing to do”

• Business Case: It will

improve the Bottom Line

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Discussion

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Where do you lean when you make a value argument? How might you improve it?

Stakeholders Open Up the Systemic Issues

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• Succession Planning

• Marketing And Branding

• Sourcing and Recruiting

• Performance Evaluations

• Reward Systems

Four Learnings About Bias

Bias stems from our natural inclination to distinguish

“friend” from "foe” in order to survive: to have bias is to

be human.

Our background and experience create the lenses

through which we see, interpret, and judge the

world: we see the world as we are, not as it is.

Being busy and distracted bends us towards making

decisions from our past/unconscious.

Our talent management systems and decision-making can be riddled with bias; we

have to first see it, slow down, and pause to make more

objective decisions.

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The Unconscious is Malleable

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Take a P.A.U.S.E.Pay attention to what’s actually happening, beneath the judgments and assessments

Acknowledge your own reactions, interpretations and judgments

Understand the other possible reactions, interpretations and judgments that may be possible

Search for the most empowering, productive way to deal with the situation

Execute your action plan

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