9/24/2018 1 Diversity and Inclusion NAECP Fall 2018 James March Fleet Concerns Manager Southern Nuclear Sara Lunning Human Resources Manager Mistras Group, Inc. Tiffany Hummel Human Resources Manager Mistras Group, Inc. SESSION OBJECTIVES To provide a clear understanding of what diversity and inclusion is and what it isn’t. To raise a greater awareness and sensitivity to diversity and inclusion issues that go well beyond the assumed categories. To recommend behavioral tools for fostering a more cohesive workplace. Understand what unconscious bias means and how it may influence our decisions. Learn to recognize some behaviors that may suggest bias or differential treatment. Learn some techniques that help debias perceptions and improve interactions. Share best practices DIVERSITY AND INCLUSION What is diversity and inclusion? What makes us diverse? What does it mean to understand diversity and inclusion?
Transcript
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Diversity and Inclusion
NAECP Fall 2018
James March
Fleet Concerns Manager
Southern Nuclear
Sara Lunning
Human Resources Manager
Mistras Group, Inc.
Tiffany Hummel
Human Resources Manager
Mistras Group, Inc.
SESSION OBJECTIVES
To provide a clear understanding of what diversity and inclusion is and what it isn’t.
To raise a greater awareness and sensitivity to diversity and inclusion issues that go well beyond the assumed categories.
To recommend behavioral tools for fostering a more cohesive workplace.
Understand what unconscious bias means and how it may influence our decisions.
Learn to recognize some behaviors that may suggest bias or differential treatment.
Learn some techniques that help debias perceptions and improve interactions.
Share best practices
DIVERSITY AND INCLUSION
What is diversity and inclusion?
What makes us diverse?
What does it mean to understand diversity and inclusion?
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Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the groups and organizations with which they interact.
DIVERSITY DEFINED
• Diversity is about people.
• Diversity is about the environment we work in and all of us reaching our accomplishments.
• Diversity is about how we value and appreciate those that are unlike ourselves.
DIVERSITY DEFINED
WHAT MAKES US DIVERSE?
Biology, which determines gender, body size; skin, hair and eye color.
Ethnicity and culture, the customs, language and sense of identity often shared by people with similar roots.
Family life, including family size, values traditions and social class.
Beliefs, ones religion or philosophy of life
Geography, how one feels about being from a certain neighborhood, city or region.
Experiences, in school, work, travel, recreation…and with other people.
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• Sensitivity training or awareness
• Compliance
• Special treatment for some people
• Total assimilation
WHAT IS NOT DIVERSITY
DEFINING INCLUSION
Diversity is being asked to the party. Inclusion is being asked to dance.
Diversity is what you have.
Inclusion is what you do.
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INCLUSION DEFINED
Inclusion is about people with different identities feeling and/or being valued, leveraged, and welcomed within a given setting (e.g., your team, workplace, or industry).
A diverse team can exist but that does not mean that everyone (particularly those with marginalized identities) feel welcome or are valued, given opportunities to grow, or developed by a mentor. The list goes on.
Inclusion is not a natural consequence of diversity. You can spend $265 million getting a diverse collection of people in the door and never change the environment they walk into.
UNCONSCIOUS BIAS
What is unconscious bias?
What are some examples of unconscious bias?
How can you determine 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.
UNCONSCIOUS BIAS DEFINED
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UNCONSCIOUS BIAS DEFINED
EVERYONE HAS SCHEMA/UNCONSCIOUS BIAS
A preference for a group (positive or negative) Often operating outside our awareness Based on stereotypes and attitudes we hold Tend to develop early in life and tend to strengthen over time
Attitudes
Evaluative feelings that are positive or negative
Stereotypes
Traits we associate with a category
UNCONSCIOUS BIAS IN OUR LIVES
Gender biases
Racial biases
Cultural biases
Age biases
And many more…
OUR UNCONSCIOUS NETWORKS
What colors are the following lines of text?
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EXAMPLES OF UNCONSCIOUS BIAS
EXAMPLE: UNCONSCIOUS RACIAL BIAS
Two colleagues – one Asian‐American, the other African‐American – board a small plane. A flight attendant tells them they can sit anywhere, so they choose seats near the front of the plane and across the aisle from each other so they can talk.
At the last minute , three white men enter the plane and take the seats in front of them. Just before takeoff, the flight attendant, who is white, asks the two colleagues if they would mind moving to the back of the plane to better balance the plane’s load. Both react with anger, sharing the same sense that they are being singled out to symbolically “sit at the back of the bus.” When they express these feelings to the attendant, she indignantly denies the charge, saying she was merely trying to ensure the flight’s safety and give the two some privacy.
EXAMPLE: UNCONSCIOUS BIAS IN HIRING DECISIONS
When screening a pool of job candidates, hiring managers must review hundreds if not thousands of resumes of qualified applicants.
Studies show that interview and selection decisions reflect bias against minorities. In one such study, hiring managers were three times less likely to call highly qualified Arab job candidates in for an interview compared to equally qualified candidates of the racial majority.
Interestingly, the implicit racial bias scores of hiring managers predicted their likelihood of offering callbacks to the Arab job applicants.
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DETERMINING UNCONSCIOUS BIASASSOCIATION TEST
Unconscious biases are those we carry without awareness or conscious
direction.
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DETERMINING UNCONSCIOUS BIASASSOCIATION TEST
TRUSTED 10
3
2
1
Level
3‐ “Hi Ya”
2‐C.O.M.F.Y
1‐ TRUST
RELATIONSHIP
TRUSTED 10
DETERMINING UNCONSCIOUS BIASASSOCIATION TEST
So how do we know what ours are and whether they are impacting our decision making or our
interactions? One way developed by social scientists is the
Implicit Association Test or IAT
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DETERMINING UNCONSCIOUS BIAS
HOW TO COUNTERACT YOUR OWN UNCONSCIOUS BIASES
• Identify sources of stress and reduce them in the decision‐making environment
• Identify sources of ambiguity and impose greater structure in the decision‐making context
• Institute feedback mechanisms
• Increase exposure to stereotyped group members (e.g., seek out greater contact with the stigmatized group in a positive context)
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DIVERSITY AND INCLUSION IN THE WORKPLACE
• Improved understanding of those you work for, with, and around.
• Creates a work environment that allows everyone to reach their full potential.
• Provides multiple perspectives on problem solving.
• Better performance outcomes.
• Increases employee productivity.
• Increased retention rates.
• Boosts employee morale.
• Improved customer relations.
• Reduces complaints and grievances.
BENEFITS OF WORKFORCE DIVERSITY & INCLUSION
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BENEFITS OF WORKFORCE DIVERSITY & INCLUSION
The Business Imperative:
What does the research show?
Workforce diversity & Inclusion is positively associated with higher business performance outcome measures.
Racial diversity is positively associated with higher performance in organizations that integrate and leverage diverse perspectives as resources for product delivery.
Gender diversity is positively associated with more effective group processes and performance in organizations with people‐oriented performance cultures.
Diverse teams are more creative and perform better in problem solving than homogeneous teams.*
The effects of diversity on group processes and performance are highly dependent on the presence of facilitating or inhibitingconditions in the organization; absent facilitating conditions, the aforementioned outcomes are reversed.
Conclusion: Diversity & Inclusion enhances performance but requires attention.
BENEFITS OF WORKFORCE DIVERSITY & INCLUSION
The Economic Imperative:
What does the research show? Racial and gender diversity are positively associated with higher establishment productivity, product quality, and economic benefits.
Demographic shifts in population portend shifts in purchasing power and consumer trends. Workforce diversity reflecting consumer/ market diversity results in: New product development Consumer confidence Increased product/service marketability Significant revenue growth (e.g., McDonalds, Pepsi‐Cola, IBM – 3000% growth form 1998 ‐2001 attributed to diversity market)*
Discrimination and poor diversity management pose a human and economic cost: The average EEO complaint costs the organization approximately $250,000 25‐40% of workforce attrition rate and 5‐20% in lost productivity can be attributed to poor diversity management; turnover costs 75‐150% of the replaced employee’s salary.
Achieving and maintaining workforce diversity requires investment., but the return on the investment, in terms of both economic and “good will branding” capital, outweighs the cost.
Conclusion: Diversity should be strategically aligned with business goals; diversity requires investment, but pays dividends.
BENEFITS OF WORKFORCE DIVERSITY & INCLUSION
The Human Imperative:
What are the lessons learned?
Notwithstanding the economic costs, the human costs of intolerance to diversity is incalculable.
Defining diversity solely as race and gender can have a detrimental effect; understanding the multidimensional nature of identity is important in defining diversity in work teams.
A framework for diversity & inclusion in work groups should include: personal demographics
knowledge, skills, and abilities
values, beliefs, and attitudes personality and cognitive and behavioral style organizational demographics
When defining diversity in multidimensional terms, including DIVERSITY OF THOUGHT, it naturally brings in aspects grounded in race, gender, and ethnicity.
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HOW CAN MANAGERS PROMOTE DIVERSITY & INCLUSION?
HOW CAN EMPLOYEES PROMOTE DIVERSITY AND INCLUSION?
Practice positive, constructive work habits in the workplace; work cooperatively towards a common goal.
Live up to the social contract; contribute to your fullest potential; strive for excellence.
Recognize and respect others and their individuality.
Think before you speak and be sensitive to others.
Talk about your differences and ask tactful questions about how people want to be treated.
Eliminate stereotypes and generalizations.
INCLUSION STARTS WITH I
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Warner Bros has become the first major Hollywoodstudio to adopt a company‐wide policy meant toincrease diversity on and off screen, expanding the“inclusion rider” concept popularized by actor FrancesMcDormand earlier this year.
DIVERSITY AND INCLUSION IS ONLY FAIR
Feedback/communication promotes understanding, reduces conflict; and enhances productivity.
Assist others to become culturally competent; support one another – we are all in this together!
Inclusion should be practiced; empower employees to fully perform and participate in pursuit of the organization’s mission.
Respect is non‐negotiable; honor the social contract.
DIVERSITY AND INCLUSION FOR ECP PROFESSIONALS
By promoting diversity and inclusion to the managers and employees we work with every day we help to create an environment less prone to certain types of concerns
By being aware of our own unconscious bias we are better equipped to intake employee concerns and conduct unbiased investigations
