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mgmt2020lecturech4.pptMGMT 3700: Best Practices in Diversity: Leveraging Differences to Drive Success
Professor Selina Griswold, MSM/MA
College of Business & Innovation
Chapter Four: Strengthening Interpersonal Awareness and Fostering Relational Eloquence
Objectives of this Lesson
- Learning the interpersonal processes that minimize destructive conflict.
- Explain key tools, frameworks and practices for engaging people and leveraging diversity.
- Identifying microaggressions and their impact on inclusion.
- Comprehend how these practices are acquired, maintained and practiced.
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FDA Diversity Module
FDA Diversity Module
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How our differences get negatively reinforced in the workplace?
- Through systems that are created to advantage some but disadvantage others.
- But, also through subtleties such as how we communicate through our differences that make can make people feel like the “other.”
- Through our identities that can be in conflict with the workplace.
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What can hurt intercultural development?
- Microaggressions
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Microaggressions
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Exercise: Microaggressions
- a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group
- https://www.youtube.com/watch?v=mgvjnxr6OCE
summarize three points you learned.
- Now complete the microaggressions exercise file:///C:/Users/sgriswo/Downloads/Microaggressions_in_the_Classroom.pdf
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Workplace Scenario
Judy is one of three women who works in an engineering firm with 100 other men. The men have told the women that we see you just like men. Judy gets pregnant and the men do not acknowledge her pregnancy, she still works 90 hours a week with only a lunch break. This negatively impacts her pregnancy.
Is it appropriate for the men to indicate they see the women like men? Why or Why not?
Anytime you do not “see” an identity element of a person, what can this mean for that person?
Is it worse if the identity element is a “target”?
Is this a privilege of the agent?
What should be done?
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Exercise: What if we are the perpetrator of micro-aggressions? What should we do? What should we tell others?
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Do elements of our identity intersect?
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- Intersectionality suggests that—and seeks to examine how—various biological, social and cultural categories such as gender, race, class, ability, sexual orientation, age, and other axes of identity interact on multiple and often simultaneous levels, contributing to systematic injustice and social inequality.
- Intersectionality holds that the classical conceptualizations of oppression within society, such as racism, sexism, homophobia, and belief-based bigotry including nationalism can create forms of oppression that interrelate, creating a system of oppression that reflects the "intersection" of multiple forms of discrimination.
Intersectionality
https://www.youtube.com/watch?v=ViDtnfQ9FHc
Kimberlé Williams Crenshaw (born 1959) is an American lawyer, civil rights advocate and a leading scholar of critical race theory who developed the theory of intersectionality. She is a full-time professor at the UCLA School of Law and Columbia Law School, where she specializes in race and gender issues.
- Exercise 2 question: What is intersectionality and why should leaders of D & I understand this?
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Exercise: Three forms of communication &
- 2. Ethnocentric
Viewing other cultures from your own lens assuming your culture is best.
Will this lead to relational eloquence?
- 3. Cosmopolitan
Demonstrates a commitment to coordinating meaning with another without denying the unique existence or humanity of the other and without demeaning the other’s ways.
Will this lead to relational eloquence?
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- 1. Monocultural
Acting as if there is only one culture.
Will this lead to relational eloquence?
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Exercise Four: Explain this continuum
Inclusion is not easy, are you thinking outside of your box? We have to challenge our frame of reference—how we think.
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Relational Eloquence
Relational Eloquence is how we draw on and coordinate shared resources and identity stories in a way that enhances rather than limits the possibilities for who we can be and what we can do.
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Meaning Making in Communication
- When we interact with others, they bring with them their history, personal experiences and beliefs/stories that have been inherited.
- This meaning making comes from our cultural identity at both the group and individual level.
- Cultural identity at the individual level involves social group affiliations through our demographics. Cultural identity at the group level is the image “shared” by the group.
- How problematic is it when making meaning in communication? When discussing topics at work?
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Exercise: Meaning Making in Communication
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- Go to Figure 4.3 and also read the story about Susan and Rosa.
- 1. How is this “meaning making in communication”?
- 2. What does intersectionality have to do with this story.
- 3. What could Susan have done differently?
- 4. How does Rosa’s story apply to relational eloquence?
FDA Diversity Module
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.
Changing our frame of reference requires:
- Relational agility which is the capacity to move from talking at to dialogic engaging or being with.
- Letting go our monocultural and ethnocentric viewpoints.
- The ability to critically reflect on your “taken for granted” assumptions or frameworks and to view them as one of many possibilities.
- Should you hold your own perspective at the risk of harming work relationships with others who may be different than you.
- Empathy seeing the lens through someone else's perspective.
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Emotional and Social Intelligence
- Emotional and Social Intelligence is the ability to perceive accurately, appraise, and express emotion.
- It is the ability to access and or generate feelings when they facilitate thought.
- It is the ability to regulate emotions to promote emotional and intellectual growth.
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Five Domains:
Self-Awareness
Managing Emotions
Empathy
Handling relationships
Motivating oneself
Last Words To Ponder
Meaning making communication starts with us.
Before we can change systems, we have to make individual change that allows us to leverage diversity.
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FDA Diversity Module
FDA Diversity Module
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