Chapter Seven
MGMT 3700: Best Practices in Diversity: Leveraging Differences to Drive Success
Professor Selina Griswold, MSM/MA
College of Business & Innovation
Chapter Seven: From Diversity to Inclusion: An Inclusion Equation
Objectives of this Lesson
- Learn the business case for diversity.
- Explain Cultural Competency.
- Comprehend the Inclusion Equation.
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FDA Diversity Module
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The Business Case for Diversity— Dr. Roosevelt Thomas
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Thought leader Dr. Roosevelt Thomas is credited with shifting the paradigm from complying with legal mandates to the business case for diversity.
According to Dr. Thomas, the challenge of diversity was more than ensuring representation of historically under-represented groups.
He felt the goal should be to “create….an environment where ‘we’ is everyone.”
FDA Diversity Module
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Generally speaking, EEO and affirmative action programs are considered legislated employment equity risk management programs.
EEO and Affirmative Action programs generally cover those groups protected by title 7 of the 1964 Civil Rights act, whereas Diversity is a more inclusive concept. AA programs contain goals and timetables designed to bring the level of representation for minority groups and women into parity with relevant labor force statistics.
Diversity is a voluntary approach that does not utilize artificial programs, standards, or barriers.
Exercise One
- 1. Go to glassdoor https://www.glassdoor.com/employers/blog/highest-rated-ceos-share-the-business-case-for-diversity-and-inclusion/ business case for diversity and read the article on the Business Case for Diversity and provide three facts that support the business case for diversity.
- 2. Why are these business case facts necessary when getting D & I support in organizations?
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Diversity vs. Inclusion
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Is when you count the people.
Is when the people count.
Diversity & Inclusion
Should lead to individual cultural competence (micro)
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Bennet Model of Cultural Competency
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Exercise Two: Developing Inclusive Behaviors
Shift the frame of reference when necessary.
- Are perceptions relative?
- To show you value other’s viewpoints, must you agree with them? Look up group think.
- Be flexible in your approach to situations—there is more than one way to skin a ……..
- Are you a good listener?
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Developing Inclusive Behaviors
Modify your listening skills.
- Recognize and adapt to the variety of listening behaviors you will encounter among diverse employees. Employees where English is not their first language.
- Recognize and adapt your own listening skills as necessary to understand diverse perspectives. Do you discuss religion in the workplace?
- Listen for value-based cultural assumptions, perceptions, and expectations.
- Observe behavior and monitor your interpretations and meanings.
Ask necessary and appropriate questions.
- Learn about other work styles and assumptions.
- Ask the person next to you what is their preferred ethnic terminology, pronoun or enunciation of their name.
- Be comfortable in asking if you have caused an offense—how?
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Exercise 3: What does this say about the company’s value orientation?
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Explain in a paragraph what the book says regarding: Inclusion is harder to achieve than diversity.
Extra Credit worth 10 points
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Unconscious Bias
Did you have any bias in your hiring?
https://www.youtube.com/watch?v=NW5s_-Nl3JE
What does the iceberg have to do with bias?
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The only way to know if you have unconscious bias is to test yourself
- When I first tested myself on race, gender and older people. I found that as a Black woman I was biased against blacks and favored whites. I was biased against working women despite being one myself and I was biased against older people even though my culture sees older people as wise.
- I realized that the messaging from the media, lack of historical contributions/information being taught about the groups biased my viewpoint even when I thought I was not biased.
- I take these tests now, constantly….making sure I no longer have these biases on various groups.
- I won’t force you to take the tests, because you can’t change what you refuse to acknowledge. But, I will provide extra points for your willingness to utilize the IAT test.
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For Extra Credit Points
(1) Take the Implicit Association test for the following (submit your test results as proof)
(2) After taking the tests state what did you learn.
https://implicit.harvard.edu/implicit/takeatest.html
Choose one of the following:
- Gender - Career. This IAT often reveals a relative link between family and females and between career and males. OR
- Gender - Science. This IAT often reveals a relative link between liberal arts and females and between science and males.
& Also Choose Two of the following tests for Extra Credit:
- Age ('Young - Old' IAT). This IAT requires the ability to distinguish old from young faces. This test often indicates that Americans have automatic preference for young over old.
- Disability ('Disabled - Abled' IAT). This IAT requires the ability to recognize symbols representing abled and disabled individuals.
- Arab-Muslim ('Arab Muslim - Other People' IAT). This IAT requires the ability to distinguish names that are likely to belong to Arab-Muslims versus people of other nationalities or religions.
- Sexuality ('Gay - Straight' IAT). This IAT requires the ability to distinguish words and symbols representing gay and straight people. It often reveals an automatic preference for straight relative to gay people.
- Race ('Black - White' IAT). This IAT requires the ability to distinguish faces of European and African origin. It indicates that most Americans have an automatic preference for white over black.
- Skin-tone ('Light Skin - Dark Skin' IAT). This IAT requires the ability to recognize light and dark-skinned faces. It often reveals an automatic preference for light-skin relative to dark-skin.
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Inclusion Equation Macro Elements (how can it go wrong)
Recruiters trained in bias
Work-life support
Mentorship programs (formal and informal)—provide advice. More prevalent in organizations. A mentor is a person who can help you understand and navigate your organization. He or she can explain the unwritten rules and informal culture that may exist.
Exercise six: Why are these macro and not micro elements?
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6b: Are these micro? Which is best and why?
Sponsorship—provide advice and advocate—elevate their protégé’s visibility with the power players. Less prevalent in organizations despite the higher satisfaction rate. A sponsor is someone who often works in a management role or another influential role in your organization. This person openly advocates on behalf of the employee he or she is sponsoring. A sponsor helps you connect to career opportunities, often by recommending you for important assignments or helping you build relationships with other important people.
Diversity Councils—drivers of inclusion—companies with diversity councils have twice the number of Blacks, Latinos and Asians and 47% more women in senior management than those companies without.
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Last Words To Ponder
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“Everybody is sitting around saying, 'Well, jeez, we need somebody to solve this problem of bias.' That somebody is us. We all have to try to figure out a better way to get along.”
Wilma Mankiller
FDA Diversity Module
*
FDA Diversity Module
FDA Diversity Module
*
FDA Diversity Module
FDA Diversity Module
*
Generally speaking, EEO and affirmative action programs are considered legislated employment equity risk management programs.
EEO and Affirmative Action programs generally cover those groups protected by title 7 of the 1964 Civil Rights act, whereas Diversity is a more inclusive concept. AA programs contain goals and timetables designed to bring the level of representation for minority groups and women into parity with relevant labor force statistics.
Diversity is a voluntary approach that does not utilize artificial programs, standards, or barriers.
FDA Diversity Module
FDA Diversity Module
*