1. Creating Inclusive Environments

2. Nai-Fen Su Engagement, Inclusion, and Diversity Coordinator Talent Recruitment and Engagement Office of Talent Management | Office of Human Resources | To register or for more information, visit our website at

3. Participant Reminders
Be open to new information
Respect confidentiality-(create a safe space)
Be willing to consider new ways of doing things
Be willing to take risks and ask questions
Be willing to lean into discomfort
Speak from your own personal truth
Be present

4. Learning Objectives Individual Workplace
Personal and Social Identities
Microaggressions and Unconscious bias
Inclusive Competencies
Workplace
Leveraging diversity in an inclusive work environment
Inclusion benefits to organization
Identify challenges vs Develop action plan

6. WORKPLACE INCLUSION COMPETENCY ASSESSMENT
Complete the competency assessment now.
Using the baseline rating column, rate your current level of competency for each behavior and action using the scale provided.
Total your ratings
You will complete a post-session rating at the end of this program.

7. INCLUSION DEFINED
A sense of belonging, feeling respected, valued, and being seen for who you are and valued as a contributing member of the team, work group, or organization.

8. ENGAGEMENT DEFINED
Feeling of being fully involved in, and enthusiastic about, work
Engaged employees have heightened connection to work, organization, its mission and co-workers
Engaged employees find personal meaning in their work and more likely to go above minimum and expend “discretionary effort”

9. Engagement vs Inclusion

10. Exclusion vs Inclusion
Seeing oneself as inferior
The onset of “Stereotype Threat”
Causes emotional pain akin to physical pain
Threats to the fundamental needs
Inclusion
Eliminates “insider vs. outsider” culture
Employees to feel equally valued
Improves productivity,   morale, creativity
Reduces harassment, discrimination, and bullying

11. BENEFITS OF INCLUSION
Higher job satisfaction, especially among staff of color.
Lower turnover.
Higher productivity.
Higher employee morale.
Improved problem solving throughout the organization.
Increased creativity and innovation.
Increased organizational flexibility and ability to learn from people at all levels.
Improving the quality of personnel through better recruitment and retention.
Decreased vulnerability to legal challenges.

12. What Inclusion is not Everyone must agree in making decisions;
Political Correctness;
Ignoring invisible differences, solely focus on what’s visible;
One group “losing” so one group “wins”
The absence of work rules;
All behaviors are acceptable.

13. PERSONAL IDENTITY

14. DIVERSITY DEFINED Diversity:
The range of human qualities that impact and influence how people are perceived and how they behave.
These qualities include but are not limited to age, gender, race, ethnicity, physical or mental abilities, sexual orientation, education, values, etc.

15. DIMENSIONS OF DIVERSITY
Other Types of Diversity to consider
in the Workplace:
Introvert or Extrovert
Communication Style
Learning Style
Behavioral Style
Thinking Style
Political Views
Level of Self-awareness
Team-building Style
Motivation Style
Conflict-Resolution Style
And several others

16. SOCIAL IDENTITY EXERCISE?

17. DOMINANT vs SUBORDINATED
Greater Access to power and resources
Less access to power and resources

18. Group Activity

19. MICROAGGRESSIONS

20. MICROAGGRESSIONS Dr. Derald Wing Sue – Microaggressions are
similar to carbon monoxide - “invisible, but
potentially lethal” - continuous exposure to
these type of interactions “can be a sort of
death by a thousand cuts to the victim”
Sue, (2010) Microaggressions in Everyday Life: Race, Gender, and Sexual Orientation.

21. Reference: https://www.youtube.com/watch?v=57lM9fp9aNU

22. ADDRESS MICROAGGRESSIONS
Identify
Conversation
Reflection
Clarification

24. UNCONCIOUS BIAS

25. Illustration by Barry Deutsch
UNDERSTANDING BIAS
Illustration by Barry Deutsch

26. UNCONSCIOUS BIAS Unconscious Bias Recruitment Onboarding Performance
Assessment
Development
Unconscious Bias

27. PAUSE for UNCONSCIOUS BIAS
Pay attention to what’s happening behind the judgments you make
Acknowledge your own judgments, interpretations, and reactions
Understand other possible judgments, interpretations, and reactions
Search for the most productive, empowering, constructive way to deal with a situation.
Execute your action plan.

28. Google: https://www.youtube.com/watch?v=NW5s_-Nl3JE

30. WHY COMPETENCY DEVELOPMENT
Productivity declines if diversity is not managed
Differences have been ignored
Progress is mixed
Real barriers exist
Demographic minority groups often share similar perceptions about the organization
Managers and supervisors are key to creating and sustaining an inclusive climate
Managers and supervisors have a “Duty of Care”

31. EID COMPETENCIES FOR MANAGERS
Employee Engagement
Inclusion Work Environment
Diversity Recruitment

32. Defining an Inclusive Work Environment
An inclusive work environment is one in which barriers to contribution and negative biases are eliminated, and people are respected and able to give their personal best.
In the case of most organizations, achieving an inclusive work environment requires a culture change.

33. CREATING AN INCLUSIVE WORKPLACE
Organization
Group
Individual
Recruitment
Onboarding
Performance Mgmt.
Benefits/ Rewards
Training and Development
Selection
Mentoring
Organizational Level
Gender
Sexual Orientation
Age
Race/ Ethnicity
Unconscious Biases
Cultural Lenses

34. THE PATH FROM EXCLUSIVE CLUB TO INCLUSIVE ORGANIZATION

35. CREATING AN INCLUSIVE WORKPLACE
Monitoring the Climate for Diversity and Inclusion
Understanding and Addressing Inclusion Tensions and Microaggressions
Coaching Staff to Address Inclusion Tensions and Microaggressions
Inclusion Behaviors and Practices
Moving Along the Path
Action Planning

36. CASE DISCUSSION

37. Next Steps for Inclusion
Action Plan for Inclusion

38. Additional Resources On Campus Resources:
Employee Assistance Office,
Assistance in maintaining emotional well-being in your personal and professional lives.
Office for Equity and Diversity,
Coordinate campus compliance with affirmative action and equal opportunity requirements; examine incidents of harassment and discrimination.
Ombuds Office for Faculty and Staff,
Facilitates conflict resolution; confidential, impartial guidance.

39. Questions