Leading Inclusion: D&I Next Practices

  • View
    729

  • Download
    1

Embed Size (px)

DESCRIPTION

slides from a joe gerstandt about emerging / next practices for corporate diversity and inclusion work

Text of Leading Inclusion: D&I Next Practices

New material

Leading Inclusion Diversity & Inclusion Next Practices

@jo

eg

ers

tan

dt

Hospital Corporation of America

Principal Financial

Experian Financial

Sletten Construction

ConAgra Foods

Target

Cox Communication

Walmart

Central Intelligence Agency

Federal Aviation Administration

Progressive Insurance

Farm Bureau Federation

Wells Fargo

joegerstandt.com

twitter.com/joegerstandt

linkedin.com/in/joegerstandt

facebook.com/joegerstandt

youtube.com/joegerstandt

joegerstandt.com/blog

slideshare.net/joeg

GET CONNECTED

JASON LAURITSEN jason@talentanarchy.com twitter.com/jasonlauritsen

JOE GERSTANDT joe@talentanarchy.com twitter.com/joegerstandt

1.Forward

Movement

2.Next

Practices

3.Q & A

Forward

Movement

Where are you

stuck at today?

forward movement

1. Language & Logic.

2. Go Small.

3. Become the source of human

intelligence.

forward movement

1. Language & Logic.

2. Go Small.

3. Become the source of human

intelligence.

What looks like

resistance is

often a lack of

clarity. Switch, Dan and Chip Heath

the foundation Diversity means _______, it is

valuable to this organization

because _________, and we

pursue that value through

__________.

The concept of diversity encompasses

acceptance and respect. It means understanding

that each individual is unique, and recognizing

our individual differences. These can be

along the dimensions of race, ethnicity, gender,

sexual orientation, socio-economic status, age,

physical abilities, religious beliefs, political beliefs,

or other ideologies. It is the exploration of these

differences in a safe, positive, and nurturing

environment. It is about understanding each other

and moving beyond simple tolerance to

embracing and celebrating the rich dimensions of

diversity contained within each individual.

Similarities and differences

among employees in terms

of age, cultural background,

physical abilities and

disabilities, race,

religion, sex, and sexual orientation.

The test.

diversity

difference

diversity

diversity [dih-vur-si-tee]

noun, plural ties

1.the state or fact of being diverse; difference; unlikeness.

2.variety; multiformity.

3.a point of difference.

difference

relational

diversity

difference

relational

takes

many forms

diversity

difference

relational

takes

many forms

disruptive

diversity

diversity = variance in performance

groups with more diversity

perform better or worse than

groups with less diversity

inclusion: The actions that we take to include

additional difference in a process or

group.

fairness of employment practices

openness to difference

inclusion in decision making

integration of networks

balanced outcomes

inclusion: 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

forward movement

1. Language & Logic.

2. Go Small.

3. Become the source of human

intelligence.

forward movement

1. Language & Logic.

2. Go Small.

3. Become the source of human

intelligence.

Next

Practices

next practices

network analysis

cognitive diversity & social space design

social methodologies

new science / new paradigm

innovation & creativity

next practices

network analysis

cognitive diversity & social space design

social methodologies

new science / new paradigm

innovation & creativity

consider a ten person team

1

2

4 5

9

3

8 7 6

10

1

9

7

6

5

2

3 8 4 10

1

9

7

6

5

2

3 8 4 10

flow of information?

1

9

7

6

5

2

3 8 4 10

influence?

1

9

7

6

5

2

3 8 4 10

inclusion?

Outcome disparities often

linked to social disparities.

a quick

exercise

social network analysis

From time to time people

discuss important matters with

other people. Looking back over

the past six months, who are the

people with whom you

discussed matters important to

you?

social network analysis

Consider the people you

communicate with in order to get

your work done. Of all the

people you have communicated

with during the last six months,

who has been the most

important for getting your work

done?

social network analysis

Consider an important project or

initiative that you are involved in.

Consider the people who would

be influential for getting it

approved or obtaining the

resources you need. Who would

you talk to, to get the support

you need?

social network analysis

Who do you socialize with?

(spending time with people after

work hours, visiting one another

at home, going to social events,

out for meals and so on) Over

the last 6 months, who are the

main people with whom you

have socialized informally?

analysis

group

proximity

expertise

hierarchy

gender

age

race

ethnicity

analysis

group

proximity

expertise

hierarchy

gender

age

race

ethnicity

What do you have?

What do you have a

lot of?

What do you not

have?

What do you need to

do differently?

Who do you discuss new

ideas with?

Who do you turn to for help?

Who do you get the most

valuable information from?

Who do you trust to keep

your best interests in mind?

human resources

marketing

finance

operations

information technology

affinity groups

executive leaders

next practices

network analysis

cognitive diversity & social space design

social methodologies

new science / new paradigm

innovation & creativity

cognitive diversity

The extent to which the

group reflects differences

in knowledge, including

beliefs, preferences and

perspectives.

-Miller, et al (1998) Strategic Management Journal

groupthink:

mode of thinking that happens

when the desire for harmony in a

decision-making group overrides a

realistic appraisal of alternatives.

Group members try to minimize

conflict and reach a consensus

decision without critical evaluation

of alternative ideas or viewpoints.

Group vs. Individual Decision Making

groups individuals

accuracy

speed

creativity

degree of

acceptance

efficiency

Group vs. Individual Decision Making

groups individuals

accuracy x

speed x

creativity x

degree of

acceptance x

efficiency x

When Performance Trumps

Gender Bias: Joint versus

Separate Evaluation Iris Bohnet

Alexandra van Geen

Max H. Bazerman

Harvard Business School

Working Paper 12-083 | March, 2012

Group vs. Individual Decision Making

groups individuals

accuracy x

speed x

creativity x

degree of

acceptance x

efficiency x

Groups often fail to

outperform individuals

because they prematurely

move to consensus, with

dissenting opinions being

suppressed or dismissed.

-Hackman, Morris (1975) Advances in Experimental

Social Psychology

Minority dissent, even

dissent that is wrong,

stimulates divergent thought.

Issues and problems are

considered from more

perspectives and group

members find more correct

answers. -Nemeth, Staw (1989) Advances in Experimental

Social Psychology

Group intelligence is

not strongly tied to

either the average

intelligence of the

members or the teams smartest member.

-Thomas Malone, MIT Center for Collective

Intelligence

MBA

Harvard University

100 people

MBA

Harva