1. PASSIONATE ABOUT THE MISSION: Taking Diversity/Inclusion to the Next Step Sondra Thiederman, Ph.D.

2. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 2 T HE GOAL FOR THIS SESSION … To provide Senior Leaders with new tools for keeping the Diversity Flywheel turning

3. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 3 T HE N ATURE OF T HOSE T OOLS Tools for identifying and minimizing the subtle and unconscious biases that interfere with our leading effectively and modeling truly inclusive behaviors. Leaders who understand diversity, recognize their own biases and prejudices. A Leader s Guide to Diversity

4. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 4 I T TAKES COURAGE TO LOOK AT ONE S OWN BIASES.

5. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 5 T HE D EFINITION OF B IAS – I T S A LL A BOUT A LL A BOUT A LL

6. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 6 A bias is an inflexible positive or negative, conscious or unconscious belief about a particular category of people. T HE D EFINITION OF B IAS – I T S A LL A BOUT A LL T HE D EFINITION OF B IAS – I T S A LL A BOUT A LL

7. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 7 A CTIVITY : T HE M ECHANISM B EHIND B IAS Think of or write down the initials of a person whom you very much admire. Think of or write down the initials of someone whom you dislike or disrespect. Think of or write down a quality you dislike about your most admired person. Think of or write down a quality you like about your most disrespected person.

8. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 8 B IAS – T HE D AMAGE 1. Biases prevent us from seeing people accurately (that is, as individuals) because... Mechanically: Our brains conduct on the information that it can connect to experience that has already been recorded (the power of association). Psychologically: We want our previous assumptions to be right so we give extra weight to information that reinforces our bias.

9. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 9 B IAS – T HE D AMAGE 1. Biases prevent us from seeing people accurately (that is, as individuals) because... Mechanically: Our brains conduct on the information that it can connect to experience that has already been recorded (the power of association). Psychologically: We want our previous assumptions to be right so we give extra weight to information that reinforces our bias. The Damage Done: The inability to evaluate personnel skills and qualifications accurately; misunderstandings regarding the behavior and attitudes of locals in combat areas; unnecessary tension within diverse teams, etc.

10. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 10 B IAS – T HE D AMAGE 2. If we have a bias (positive or negative), and a person who is the object of that bias does not conform to what we believe, we… …are apt to dislike and judge him or her negatively. (American Academy of Management. Journal) …feel uncomfortable because of what is known ascognitive dissonance.

11. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 11 B IAS – T HE D AMAGE 2. If we have a bias (positive or negative) and a person who is the object of that bias does not conform to what we believe, we… …are apt to dislike and judge him or her negatively. (American Academy of Management. Journal) …feel uncomfortable because of what is known ascognitive dissonance. The Damage Done: The inability to form productive relationships, to evaluate team members accurately and to relate successfully to cultures different from one s own.

12. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 12 B IAS – T HE D AMAGE 3. Biases create discomfort in the workplace because of what is called micro-inequities or leakage.

13. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 13 B IAS – T HE D AMAGE 3. Biases create discomfort in the workplace because of what is called micro-inequities or leakage. The Damage Done: Team members feel excluded and disrespected and are, therefore, unable to contribute their best to mission readiness.

14. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 14 Knowing our biases gives us the power to both weaken them and control the behaviors they create. B IAS A WARENESS – A M ISSION C RITICAL H ABIT What displays of nobility do I exhibit in the area of diversity? A Leader s Guide to Diversity

15. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 15 Approach #1: Take the Implicit Association Test https://implicit.harvard.edu/implicit/demo/ B IAS A WARENESS – A M ISSION C RITICAL H ABIT

16. copyright Sondra Thiederman, Ph.D. 2012 16 Approach #2: Notice the first thought that comes to mind when encountering a member of another group. B IAS A WARENESS – A M ISSION C RITICAL H ABIT I N P URSUIT OF G REATNESS T HROUGH D IVERSITY

17. copyright Sondra Thiederman, Ph.D. 2012 17 First Thoughts Activity B IAS A WARENESS – A M ISSION C RITICAL H ABIT

18. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 18 First Thoughts Activity B IAS A WARENESS – A M ISSION C RITICAL H ABIT A person over 85 years old

19. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 19 First Thoughts Activity B IAS A WARENESS – A M ISSION C RITICAL H ABIT A person over 85 years old A native of southern California

20. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 20 First Thoughts Activity B IAS A WARENESS – A M ISSION C RITICAL H ABIT A person over 85 years old A native of southern California A 24-year-old just out of university

21. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 21 First Thoughts Activity B IAS A WARENESS – A M ISSION C RITICAL H ABIT A person over 85 years old A native of southern California A 24-year-old just out of university A homeless person

22. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 22 First Thoughts Activity B IAS A WARENESS – A M ISSION C RITICAL H ABIT A person over 85 years old A native of southern California A 24-year-old just out of university A homeless person A single mother with three children

23. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 23 First Thoughts Activity B IAS A WARENESS – A M ISSION C RITICAL H ABIT A person over 85 years old A native of southern California A 24-year-old just out of university A homeless person A single mother with three children A person who smokes cigarettes

24. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 24 First Thoughts Activity B IAS A WARENESS – A M ISSION C RITICAL H ABIT A person over 85 years old A native of southern California A 24-year-old just out of university A homeless person A single mother with three children A person who smokes cigarettes A single father with three children NG

25. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 25 Analyze that first thought to see if it is a bias. ( Bias I.D. Test ) First Thoughts Step #2 B IAS A WARENESS – A M ISSION C RITICAL H ABIT

26. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 26 Ask Yourself: Did I think a word like all or every or they or did I imply a blanket assumption? B IAS A WARENESS – A M ISSION C RITICAL H ABIT

27. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 27 Ask Yourself: Have I had a memorable positive or negative experience with the group of people in which the characteristic I thought of was manifested? B IAS A WARENESS – A M ISSION C RITICAL H ABIT

28. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 28 Ask Yourself: Would I feel the same way about the significance of this person s behavior if he or she were of a different group? B IAS A WARENESS – A M ISSION C RITICAL H ABIT

29. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 29 Ask Yourself: What do I do when I learn that an individual does not conform to my first thought? B IAS A WARENESS – A M ISSION C RITICAL H ABIT

30. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 30 B IAS A WARENESS – A M ISSION C RITICAL H ABIT Ask Yourself: What do I do when I learn that an individual does not conform to my first thought? Accept that my first response was incorrect.

31. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 31 B IAS A WARENESS – A M ISSION C RITICAL H ABIT Ask Yourself: What do I do when I learn that an individual does not conform to my first thought? Accept that my first response was incorrect. Feel emotional and vaguely disoriented.

32. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 32 B IAS A WARENESS – A M ISSION C RITICAL H ABIT Ask Yourself: What do I do when I learn that an individual does not conform to my first thought? Accept that my first response was incorrect. Feel emotional and vaguely disoriented. Rationalize what I see to conform to my expectation.

33. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 33 B IAS A WARENESS – A M ISSION C RITICAL H ABIT Ask Yourself: What do I do when I learn that an individual does not conform to my first thought? Accept that my first response was incorrect. Feel emotional and vaguely disoriented. Rationalize what I see to conform to my expectation. Do something to create what I expected.

34. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 34 B IAS A WARENESS – A M ISSION C RITICAL H ABIT Ask Yourself: What do I do when I learn that an individual does not conform to my first thought? Accept that my first response was incorrect. Feel emotional and vaguely disoriented. Rationalize what I see to conform to my expectation. Do something to create what I expected. Decide that the person is an exception to the rule. NG

35. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 35 For the next two weeks, notice the first thought that comes to mind when encountering someone from another group and subject it to the Bias I.D. Test found on the previous slides. B IAS A WARENESS F OLLOW -U P T ASK

36. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 36 It is possible to minimize the influence of bias on our thinking and behaviors. T HE G OOD N EWS

37. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 37 S TRATEGY #1: W EAKEN T HE F OUNDATION OF B IAS

38. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 38 S TRATEGY #1: W EAKEN T HE F OUNDATION OF B IAS Question I: Was the source of your bias reliable? Know yourself and how and why your belief system and views originated. A Leader s Guide to Diversity

39. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 39 S TRATEGY #1: W EAKEN T HE F OUNDATION OF B IAS Question I: Was the source of your bias reliable? People Know yourself and how and why your belief system and views originated. A Leader s Guide to Diversity

40. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 40 S TRATEGY #1: W EAKEN T HE F OUNDATION OF B IAS Question I: Was the source of your bias reliable? People Media – The Power of Images Know yourself and how and why your belief system and views originated. A Leader s Guide to Diversity

41. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 41 S TRATEGY #1: W EAKEN T HE F OUNDATION OF B IAS Question I: Was the source of your bias reliable? People Media – The Power of Images Experience… Know yourself and how and why your belief system and views originated. A Leader s Guide to Diversity

42. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 42 S TRATEGY #1: W EAKEN THE F OUNDATION OF B IAS Experience: A little experience is a dangerous thing.

43. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 43 S TRATEGY #1: W EAKEN THE F OUNDATION OF B IAS Experience: A little experience is a dangerous thing. A negative experience is more apt to create a lasting bias.

44. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 44 S TRATEGY #1: W EAKEN THE F OUNDATION OF B IAS Experience: A little experience is a dangerous thing. A negative experience is more apt to create a lasting bias. An experience does not always mean what you think it does.

45. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 45 S TRATEGY #1: W EAKEN THE F OUNDATION OF B IAS Question II: How many people do you actually know who conform to your bias?

46. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 46 S TRATEGY #1: W EAKEN THE F OUNDATION OF B IAS Question II: How many people do you actually know who conform to your bias?

47. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 47 S TRATEGY #1: W EAKEN THE F OUNDATION OF B IAS Question III: How many people do you actually know who do NOT conform to your bias?

48. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 48 S TRATEGY #1: W EAKEN THE F OUNDATION OF B IAS Question III: How many people do you actually know who do NOT conform to your bias?

49. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 49 S TRATEGY #1 W EAKEN THE F OUNDATION OF B IAS F OLLOW -U P T ASK Pick one of the biases you have become aware of and explore how and when you learned it. Ask yourself: Was the source of the bias reliable? Was the experience that prompted it limited to a small group or even just one individual? If your bias grew from experience, might that experience have been distorted by fear or other emotions?

50. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 50 S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS Kinship Group = Any population that shares a self- or externally-ascribed characteristic that sets it apart from others.

51. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 51 S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS Kinship Group = Any population that shares a self- or externally-ascribed characteristic that sets it apart from others.

52. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 52 S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS Kinship Group = Any population that shares a self- or externally-ascribed characteristic that sets it apart from others.

53. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 53 S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS Kinship Group = Any population that shares a self- or externally-ascribed characteristic that sets it apart from others.

54. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 54 S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS Kinship Group = Any population that shares a self- or externally-ascribed characteristic that sets it apart from others.

55. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 55 S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS Kinship Group = Any population that shares a self- or externally-ascribed characteristic that sets it apart from others.

56. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 56...the strength of our diversity is multiplied by shared values, mutual commitment to excellence and common dedication to the mission. A Leader s Guide to Diversity S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS

57. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 57 Identifying shared kinship groups helps defeat bias because the process transforms a Them into an Us. S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS

58. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 58 S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS Creating an Us reduces bias because we tend to see members of an Us as individuals with unique qualities and members of other groups ( Them ) as all alike. (And, by the way, we tend to like those whom we perceive of as like ourselves.)

59. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 59 The Good News: We have the ability to change the categories ( them / us ) into which we place people. (Robert Kurzban, UCSB) S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS

60. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 60 How to Transform a Them into an Us 1.Keep what we share top of mind. (We notice what we decide is most important.) S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS

61. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 61 How to Transform a Them into an Us, cont. 2. Create opportunities for contact: clubs, Special Emphasis Programs, outings, shared volunteer efforts, opportunities to work across work groups or units. S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS

62. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 62 How to Transform a Them into an Us, cont. S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS 3. Create two-way mentor partnerships.

63. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 63 How to Transform a Them into an Us, cont. 4. Identify and emphasize shared goals. S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS 3. Create two-way mentor partnerships.

64. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 64 S TRATEGY #2: I DENTIFY S HARED K INSHIP G ROUPS F OLLOW -U P T ASKS 2. As leaders, using the suggestions supplied here as well as your own creativity, design and implement three strategies for enhancing a sense of commonality and shared Kinship Groups within the National Guard. 1. As individuals, for the next two weeks, practice keeping what we have in common top of mind and strive to identify at least three shared interests or values with colleagues or others whom you think of as substantially different from yourself.

65. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 65 Saying and doing becomes believing. David Bem (and Aristotle) S TRATEGY #3: A CT AS I F …

66. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 66 Have the self-control to not allow bias to be part of your day-to-day behaviors. A Leader s Guide to Diversity S TRATEGY #3: A CT AS I F …

67. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 67 Acting as If works because… …of the discomfort created by cognitive dissonance. …of the experience of positive responses. …the exposure we force ourselves into creates increased knowledge of individual human beings and their individual characteristics. S TRATEGY #3: A CT AS I F …

68. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 68 1. Specific 2. Observable by yourself and others 3. Measurable 4. Probably initially uncomfortable Acting as If means to deliberately and consciously practice counter-bias behaviors that are… S TRATEGY #3: A CT AS I F …

69. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 69 1. List specific behaviors that result from your bias and the consequences of those bias-based behaviors. 2. List behaviors that run counter to your bias and the consequences of those behaviors. 3. Execute the behaviors that run counter to the bias. 4. Record the positive results those new behaviors create. 5. Watch your bias begin to fade. S TRATEGY #3: A CT AS I F …

70. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 70 S TRATEGY #3: A CT AS I F … S TRATEGY #3: A CT AS I F … F OLLOW -U P T ASK 1. As individuals, within the next two weeks, identify personal behaviors that are consistent with bias and commit to deliberately changing at least one of those behaviors. 2. As leaders, pursue strategies that will encourage others to undertake behaviors that are inconsistent with bias.

71. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 71 T HE U LTIMATE T OOL FOR D EFEATING B IAS

72. I N P URSUIT OF G REATNESS T HROUGH D IVERSITY copyright Sondra Thiederman, Ph.D. 2012 72 T HE U LTIMATE T OOL FOR D EFEATING B IAS Shove Your Biases Aside