Ferdman- SCPDiversityandInclusionWebinar 10/25/2017
Copyright©2017byBernardoM.Ferdman,Ph.D.AllRightsReserved.Pleasedonotdistributeorcopywithoutpermission. 1
WelcometoSCP’sDiversity&InclusionWebinarSeriessponsoredby
Diversity&InclusionCommitteeColleenBastian,Ph.D.&BernardoM.Ferdman,Ph.D.,
co-chairs
Exploring Inclusion and Its Paradoxes: Toward Truly
Engaging Diversity as a Valued Resource in Consulting
and CoachingBERNARDOM.FERDMAN,PH.D.DISTINGUISHEDPROFESSOR, ALL IANT INTERNATIONALUNIVERSITY, SANDIEGO, CA
PRINCIPAL, FERDMANCONSULTING
Diversity&InclusionWebinarSeries,SCPD&ICommittee,October25,2017
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Questionsfortoday:Whatmakesdiversityandinclusion—seeminglysosimple—alsoso complicatedanddifficulttoachieve?
Whataresomeofthekeychallengesandtensionsthatoftenariseas westrivetocreateinclusiveorganizationsandgroups?
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Goalfortoday(whydidyoujointhewebinar)?
(typeinchatbox&/or“raisehand”)
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DIVERSITY
DIVERSITY AND INCLUSION
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POLL:
1. Withregardtodiversity,Iconsidermyselftobe:• anovice• capable(advancedbeginner)• competent• proficient• Expert
2. Withregardtoinclusion,Iconsidermyselftobe:• anovice• capable(advancedbeginner)• competent• proficient• expert
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POLL:Whoishere?
Whatareyourcurrentprofessionalroles?• Externalconsultant• Internalconsultant• Executiveorleadershipcoach• Diversity&inclusionspecialist• ODspecialist• Researcher/scholar• Facultymember• Graduatestudent• SCPMember,Fellow,orAffiliate
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Whenyouthinkaboutinclusion,whatcomesto
mind?
Awordorveryshortphrase:
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Togetthemostofourtimetogether:Befullypresent
Speakforyourself• inyourownvoice• trytofocusonwhat’skeyandwhatreallymatters
Modelrespect&inclusion• listentounderstand• acceptothers’realityastrueforthem• rememberthatimpactmatters– notjustintent
Anythingelse?
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Diversity&Inclusion:Howandwhydotheymatter?It’sright
It’srequired
Itconnectsustoourcommunities
Itmakesusbetter&moresuccessful*:◦ Attract,recruit,&retainkeytalent◦ Reducecosts/increasereturns◦ Generatemoreresources&ideas◦ Catalyzeinnovation&creativity◦ Improveresults
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*Butonlyundertherightconditions!
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“Our lives begin to end the day we become silent about things
that matter.”Rev. Martin Luther King, Jr.
Focus:Diversity&inclusion(strategy,
education,assessment,org.change)Multicultural&inclusiveleadershipIdentity(especiallyLatinos/Latinas)
Intergroupandinterculturalrelations
academic,teacherDistinguishedProfessor,CSPP,
AlliantInternationalUniv.
scholar,writer,researcher
consultant,speaker,facilitator,coachFerdmanConsulting
community&
professionalinvolvement
husband,father,son-in-law,son
AboutMe
Mypassion:helpingtocreateaninclusiveworldwheremoreofuscanbefullyourselves
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FrameworksFerdman;Hayles
Individual&InterpersonalPerspectives&Practices
Ferdman&Roberts;Wasserman;Bennett;Gallegos
Organizational&SocietalPerspectives&Practices
Winters;Offermann&Basford;Church,Rotolo,Shull,&Tuller;Booysen;Nishii&Rich;Jonsen&Özbilgin;Mor Barak&Daya
KeyApplicationIssues&DomainsO’Mara;Henderson;Shorter-Gooden;Lukenskmeyer,Yao,&Brown;Richter;Härtel,Appo,&Hart
MovingForwardWheeler;DeNisi;Nkomo;Ferdman&Deane
Moreinformation:http://practiceofinclusion.com
“Thevariedperspectivesandapproachestoworkthatmembersofdifferentidentitygroupsbring.”
D.Thomas&R.Ely,1996
WhatDoWeMeanByDiversity?It’sMorethanNumbers!
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“Any collective mixture characterized by differences, similarities, and related tensions and complexities”
Roosevelt Thomas, Jr.
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Diversity&InclusionInclusionishowwearewitheachother.It’swhatwedowithourdiversity.
Inclusionisaboutpeople’sexperienceandbehavior.
Inclusionallowsustoreapthebenefitsofdiversity.
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“Inclusioninvolvesbothbeingfullyourselvesandallowingotherstobefullythemselvesinthecontextofengagingincommonpursuits.Itmeanscollaboratinginawayinwhichallpartiescanbefullyengagedandsubsumed,andyet,paradoxically,atthesametimebelievethattheyhavenotcompromised,hidden,orgivenupanypartofthemselves.”
Ferdman,2010
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Whenwefeelincluded…
ØWecanbefullyourselvesandalsoletothersbefullythemselvesasweengageincommonpursuits
ØWecanworktogether,allfullyengaged– withoutcompromising,hiding,orgivingupvaluedpartsofourselves
ØWecanbefullypresentandmorelikelytocontributeatourbest
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Inclusion
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SafetyParticipationBelongingComfort
DifferenceUniquenessDevianceDiscomfort
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THE CHALLENGE OF INCLUSIONHowmuch,inwhatways,howwelldo
organizations&theirpeoplefullyCONNECT with,ENGAGE with,UTILIZE,BENEFITfrom,andEMPOWER peopleacrossall
typesofdifferences?
THE EXPERIENCE OF INCLUSIONAmI(arewe)safe,trusted,accepted,respected,supported,
valued,fulfilled,engaged,andabletobeauthenticinthisgroupororganization?
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ElementsoftheExperienceofInclusion(Ferdman,2014)
Feelingsafe(selfandgroup)
Involvementandengagementintheworkgroup
Feelingrespectedandvalued(selfand
group)
Influenceondecisionmaking
Authenticity/bringingone’swholeselfto
work
Diversityisrecognized,
attendedto,andhonored
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Inclusion:ASystemic&DynamicProcess
Source:Ferdman,2014
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SystemsofInclusion:AMulti-levelFramework Source:Ferdman,2014
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CYCLICAL &DYNAMICPROCESS
ONGOINGPRACTICE:IT’SNEVER DONE!
SYSTEMIC &INTEGRATIVE
CO-CONSTRUCTED
Inclusion:KeyInsights
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InclusiveBehavior&Practices:forEVERYONEAcknowledge,connect,andengagewithothers
Listendeeplyandcarefully
Engageabroadrangeofperspectives
Openlyshareinformationandseektransparency
Becurious
Leanintodiscomfort
Increaseyourself-awareness
Bewillingtolearnandbeinfluencedbyothers
Berespectfulanddemonstratefairness
Fosterinterdependence&teamwork
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Ferdman,Katz,Letchinger,andThompson,2009
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Howdoesleadershipdriveinclusionacrossthesystem?
micro
macro
leadership
micro
macro
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Coaching
Leadershipasfulcrum:Twokeyroles
Givemeaningto/translateorganizational-levelprocesses,practices,valuesintoeverydaybehavior&relationships
Givemeaningandvisibilitytoindividualbehavior/experiences;translateintoorganizationallysignificantpatterns
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micro
macro
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Tofosterinclusion,leaders…Talkaboutinclusion,diversity,andtheirbenefits.
Arecuriousaboutandappreciatedifference;encourageitsexpression.
Supportothersinbeingthemselvesandnothavingtohidevaluedidentities(andmodelthisthemselves).
Helpcreateinclusivepoliciesandpractices,andapplythemfairlyandconsistently.
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WHAT ELSE?
Howcancoachingsupportinclusiveleadership?
Self-awareness&authenticity
Conceptual/operationalclarity&vision
Capacityforcomplexity¶doxicalthinking/behavior
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WHAT ELSE?
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Howcanconsultingsupportinclusiveleadership?
Buildingandsupportinginclusivesystems
Recommendingbestpracticesfordiversity&inclusion
Inclusiveleadershipdevelopment
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WHAT ELSE?
Whatelsemightthepracticeofinclusionmeanforcoaching&consulting?
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CoachingandconsultingfromtheperspectiveofinclusionØ Modeling,exploring,supportingself-
awareness,authenticityØ Co-creatinganexperienceandrelationshipof
inclusionØ Framingandrefininggoals(incontext)Ø ProvidingsupportivechallengeØ Influencingandworkingwithandthrough
others
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Challengesofinclusion(incoaching&consulting)1. Whatpartofyouridentitydoyourarelytalkaboutatworkbecause
youdon’tfeelit’sincludedinyourworkenvironment?
2. Whendoyoufindyourviewsofinclusionchallenged?
3. Whendoyoudoubtinclusioncanwork?
4. Aroundwhatkindsofdifferencesdoyoufeeldiscomfort?
5. Whatareyourconcernsaboutconnectingandworkingwithpeoplewithwhomyoudisagreeorwhosomehow“pushyourbuttons”?Whatmakesthatharderoreasier?
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Whatdiversityorinclusiondilemmas,tensions,orparadoxeshaveyouobservedorexperienced?
Dilemma:asituationinwhichadifficultchoicehastobemadebetweentwoormorealternatives,especiallyequallydesirableorundesirableones.
AorB?
Paradox: a situation, person, or thing that combines contradictory features or qualities
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ParadoxesofInclusion1. Self-expressionandidentity:belonging,
absorptionvs.distinctiveness,uniqueness2. Boundariesandnorms:stable,well-definedvs.
shifting,open3. Processgoals:Comfort,preservationof“my”
wayvs.discomfort,mutualinfluence&change
Ferdman,2017
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SELF-EXPRESSION AND IDENTITY:Belonging&Absorptionvs.Difference&Uniqueness
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SuggestionsforManagingtheParadoxAvoidpolarizingbetweenthetwosides,byunderstandingthatidentitywiththecollectivecanallowfordistinctiveness,andthataffirmationofuniquenesscanstrengthenasenseofauthenticbelonging.
Recognizethat“special”interestandaffinitygroups,servethewholebystrengtheningitsparts.
Understandhowwearealljoinedtogetherinourdifferenceanduniqueness.
Constructmulti-facetedaccountsofcollectiveidentity,applicabletoall,whilerecognizingandaddressingspecifichistories,needs,andaspirations.
Findwaystoaddressbothcollectiveidentityandindividualuniqueness.
Acceptandembraceintergroupprocessesandperspectives,evenwhileemphasizingindividuality.
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BOUNDARIES AND NORMSStable&Well-definedvs.Shifting&Open
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SuggestionsforManagingtheParadoxRecognizeandowntheparadox,inpart,bynotingourowninternalambivalenceaboutboundariesandnorms.
Engageacrossdifferencesinthespiritoflearningandpossibility.Expecttoengageacrossdifferentapproachesforengagingacrossdifferences.
Understandthatinclusionimpliesbothlooseningboundariesandsimultaneouslyenhancingthem;for"new"or"different"peopletofeelincluded,theoverallcategorymustbeclearyet,atthesametime,mustberedefined.
Understandandcommunicatethatinclusiondoesnotmeantheabsenceoflimits,that“anythinggoes,”orthatthereisanabsolutepossibilitytoquestioneverything.
Co-constructnormsandprocessesforinclusion— withclearparameters—andholdeachotheraccountable.
Createanduserulesfordissentandrule-breaking.
Createacollectivedefinitionofboundarybasedonsharedvalueswhileholdingspacesfordivergentvalues.
Workwiththosepresent,whilemakingspacefornewcomersandtheirpossibledissent.
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PROCESS GOALSComfortvs.Discomfort
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SuggestionsforManagingtheParadoxUnderstandandacceptthatcomfortalwayshaslimitsandthatself-expressionandself-determinationmusthappeninacollectivecontextofmutualunderstandingandcollaboration.
Engageinongoingdialogueandlearning,bewillingtolearnnewwaystodothingsandtoengagewithothers,andrecognizethatgrowthandlearningareanessentialpartofbeinghuman.
Rememberthatbecomingmoreoneselfrequiresgrowingandlearning,especiallyfromthosewhoareverydifferentorwhomwedonotunderstand.
Promoteandacceptdissent,inthecontextofimprovingandperfectingthesocietyandsystem.
Learntobeabletobeuncomfortable,andtounderstandthatthosewhomwedonotunderstandareimportant.
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Rememberthat:
Inclusioninherently involvesdilemmas¶doxes
Inclusionrequiresattention,intention,andlearning
Inclusioncanbechallengingandevenuncomfortable
Inclusionisrewarding!
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ReflectionWhatinsightsemergedforyou?Whatisoneimplicationforyougoingforward?Howmightnotingandmanagingthedilemmasofinclusionaffecthowyouthinkaboutandapproachdiversityissuesinconsultingandcoaching?
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Questions,comments,dialogue?
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Thankyou!!
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References&Resources• Ferdman,B.M.(2010).Teachinginclusionbyexampleandexperience:Creatinganinclusivelearningenvironment.InK.M.Hannum,L.Booysen ,&B.B.McFeeters (Eds.),Leadingacrossdifferences:Casesandperspectives—Facilitator’sguide(pp.37– 50).SanFrancisco:Pfeiffer.
• Ferdman,B.M.(2014).Thepracticeofinclusionindiverseorganizations:towardasystemicandinclusiveframework.InB.M.Ferdman&B.R.Deane(Eds.).Diversityatwork:Thepracticeofinclusion(pp.3-54).SanFrancisco:Jossey-Bass.
• Ferdman,B.M.(2016).IfI’mcomfortabledoesthatmeanI’mincluded?AndifI’mincluded,willInowbecomfortable?InL.M.Roberts,L.P.Wooten,&M.N.Davidson(Eds.),Positiveorganizinginaglobalsociety:Understandingandengagingdifferencesforcapacity-buildingandinclusion(pp.65-70).NewYork:Routledge.
• Ferdman,B.M.(2017).Paradoxesofinclusion:Understandingandmanagingthetensionsofdiversityandmulticulturalism.TheJournalofAppliedBehavioralScience,53(2),235-263.doi:10.1177/0021886317702608
• Ferdman,B.M.(inpress).Incorporatingdiversityandinclusionascorevaluesinorganizationdevelopmentpractice.InD.Jamieson,J.Vogelsang,&A.Church(Eds.),Enactingvalues-basedchange:Organizationdevelopmentinaction.NewYork:PalgraveMacMillan.
• Ferdman,B.M.&Deane,B.R.(Eds.).(2014).Diversityatwork:Thepracticeofinclusion.SanFrancisco:Jossey-Bass.
• Ferdman,B.M.,Katz,J.H.,Letchinger ,E.,&Thompson,C.(2009,March9).Inclusivebehaviorsandpractices:ReportoftheInstituteforInclusion‘sBehaviorTaskForce.PresentationattheInstituteforInclusion4thConference,Arlington,VA.
• Ferdman,B.M.&Roberts,L.M.(2014).Creatinginclusionforoneself:Knowing,acceptingandexpressingone'swholeselfatwork.InB.M.Ferdman&B.Deane(Eds.).Diversityatwork:Thepracticeofinclusion (pp.93-127).SanFrancisco:Jossey-Bass.
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BernardoM.Ferdman,Ph.D.Principal,FerdmanConsultingE-mail:[email protected]:http://ferdmanconsulting.comTwitter:@bferdman
DistinguishedProfessorCaliforniaSchoolofProfessionalPsychologyAlliantInternationalUniversitySanDiego,CA92131
Bookwebsite:http://practiceofinclusion.com
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http://inclusionatwork.com