4Newspapers from the time estimated the size of the iceberg to be between 50 to 100 feet high and 200 to 400 feet long. Titanic was navigable for awhile and could have pulled aside the iceberg. Many people could have climbed aboard it to find flat places to stay out of the water for the four hours before help arrived. Fixated on the fact that icebergs sink ships, people overlooked the size and shape of the iceberg (plus the fact that it would not sink.
5Challenging Your Mental Map The first step to challenging your mental map is understanding the goal… Inclusion!
6Inclusion is… "the degree to which an employee perceives that he or she is an esteemed member of the work group through his or her needs for belongingness and uniqueness."
7Two Important Aspects of Inclusion Brewer's Optimal Distinctiveness Theory (ODT). This theory essentially explains the tension that people experience between the need to be a unique individual and the need to belong with others.UniquenessBelongingInclusionIt is believed that this tension between belongingness and uniqueness is an underlying theme diversity and inclusion literature
8Brewer's Optimal Distinctiveness Framework Low BelongingnessHigh belongingnessHigh value inuniquenessDifferentiation:Inclusion:Individual is not treated as an organizational insider in the work group but their unique characteristics are seen as valuable and required for group/ organization success.Individual is treated as an insider and also allowed/ encouraged to retain uniqueness within the work group.Low value in uniquenessExclusion:Assimilation:Individual is not treated as an organizational insider with unique value in the work group but there are other employees or groups who are insiders.Individual is treated as an insider in the work group when they conform to organizational/ dominant culture norms and downplay uniqueness.Individuals experience feelings of inclusion when a high value is placed on uniqueness with a corresponding high value on belongingness
9Time for another exercise – FACE exercise Do individually and then in pairs/groupsGroup intelligence is betterLearnings – someone who raised issues but was discounted; imagined it was there?
10Why do we need diversity and inclusion? Wisdom of the Crowds
11The Diversity Trumps Ability Theorem The Difference by Scott PageMathematical Truth“collective ability equals individual ability plus diversity and that diversity trumps ability”
15New IQ Individual Smarts is less important In with the New and out with the Old…Individual Smarts is less importantOld IQGroup Smarts is most importantNew IQ
16The New IQ The New IQ = Inclusion Quotient MeasuresInclusive Intelligence:The intentional, deliberate, and proactive acts that increase work group intelligence by making people feel they “belong” and are “uniquely” valued.The New IQ
17We are Smarter like this… A stable, robust, high-performance systemWinWinWinWinWinWinWinWinWinA Positive-Sum GameWinAn interactive networked organizationWinWinWinWinWinWinWinWinWinWinWinWinWinWin
21Micro-Inequities are…. Usually generated by our unconscious mindSmall messages of prejudiceOften subconsciousSubtle in natureVerbal or non-verbal
22Social Biases that create silos and limit our potential… “Like Me” Bias“Confirmation” Bias
23What Activates Our Biases? *07/16/96What Activates Our Biases?Our biases are most likely to be activated by four key conditions:StressTime constraintsMulti-taskingNeed for closure*##
24Micro-inequities Micro-inequities In 1973, while researching racial and gender exclusion in the workplace, Mary Rowe, Ph.D., discovered women and people of color were bothered by subtle, seemingly harmless messages of devaluation that kept them from flourishing.
25How Do Subtle Slights Impact Your Business? In 2006, companies lost $64 billion dollars from employees quitting their jobs due to “unfair treatment.”Damages your company’s recruitment & retention effortsLowers employee morale and productivity levels
26Better understanding of the different aspects of micro-inequities Micro-messages: Social Signals we send to one another through our behavior. They are called “micro” or “subtle” because the behaviors are small, although their impact can be enormous.Micro-inequities: Subtle slights we send other people that cause them to feel devalued, slighted, discouraged or excluded.Micro-affirmations: Supportive signals that cause people to feel valued, included, or encouraged.
27Examples of Micro-inequities Constantly being interrupted while you are talkingBeing left out of a discussion/projectTrying to speak with someone who is reading/sending s during conversationTalking with someone who keeps looking at his/her watchNot being introduced in a meeting and then being ignored
28Examples of Micro-inequities Rolling of the eyesCutting down ideas before they can be entertainedStaying on the cell phone with no explanationMispronouncing your name or misspelling your name
30Becoming a Trim Tab at Work Identify common themesUsing workbook write down examples from videoDiscussion of FranklinCovey Trim Tab VideoWhen thinking about “how can I possibly create change in my organization,” think of being a trim tab. Your small actions, your work in your circle of influence can create, over time, a big impact on your organization.
313 Small Steps to Creating Habits 1. Shrink the change2. Find a spot3. Train the cycle everyday