April 16, 2016 - ncaa.org

April 16, 20161

The Power of Inclusion:You, I, Me and We

Presented byVincent R. Brown, CEO & President

V. Randolph Brown ConsultingApril 16, 2016

©2016, V. Randolph Brown Consulting 2

Session Objectives

1. Equip leaders with a baseline common language fordiversity, inclusion, engagement and core concepts.

2. Enable leaders to explore their own diversity aswell as enhance their effectiveness in engaging withothers who may be different from them.

3. Encourage leaders to network strategically andbuild relationships to accelerate and advance theirinstitutions’ diversity and inclusion efforts.


% Fortune 500 CEOs by Gender

2015 DiversityInc Magazine | ©2016, Limited use with permission from Lemand Kyver.


% Fortune 500 CEOs by Ethnicity

2015 DiversityInc Magazine | ©2016, Limited use with permission from Lemand Kyver.


Non-Hispanic White94%

Black/AA1%

Asian2%

Hispanic/Latino

Diversity + Inclusion = Abundance

Global Lead Management ConsultingSmall Regional Firm

Large National Consultancy

Public Global Entity


The Business Case for D/I

Likelihood of financial performance above national industry median, by diversity quartile %.

©2016, Limited use with permission from Lemand Kyver.

The reverse is also true, companies in the bottom quartile in both gender and ethnicity underperformed the other three quartiles (Exhibit 2).


What We are Losing?


First Quarter


How do we often choose for our teams?

Talent, 7 seconds or Trust

Mindset, framed by our context and experiences, affects the way we see the world, shapes the way we

respond to difficulty, and impacts our decisions, behaviors and actions.

“mindset” {noun}

a way of thinking

that directs action


7 Seconds = 11 Impressions


Dangers of a 7-Second Story

1. Happiness

2. Sadness

3. Disgust

4. Anger

5. Contempt

6. Fear

7. Surprise

Paul Ekman, Psychologist

7 Basic Emotions

©2016, V. Randolph Brown Consulting

Hearing with Your Eyes


What is Bias?

BIAS:

• Is a predisposition to see things or people in a certain way.

• Can be positive and negative; conscious or unconscious.

• Is generally based on people’s appearance, group kinships, or differences.

16

Source: OUCH! That Stereotype Hurts, Leslie Aguilar


Unconscious Bias

“Unconscious Bias is a

labor saving device. It

enables you to form an

opinion without having to

dig up the facts.”

Anonymous and from the 3 Keys to Defeating Unconscious Bias Sondra Thiederman, Ph.D. | 2016, Lemand Kyver

17©2016, V. Randolph Brown Consulting

Unconscious Bias

Unconscious Bias is utterly human! We’re all unconsciously biased!!!


Project Implicit


Source: https://implicit.harvard.edu/implicit/index.jsp

Some IAT Results

Gender IAT Race IAT Disability IAT

76%

More readily associate “males” with “career” and

“females” with “family.”

75%

Have an implicit preference for

white people over black people.

76%

Have a preference for able-bodied

people.


Source: https://implicit.harvard.edu/implicit/index.jsp

Second Quarter


Behind the Curtain 11 Impressions

1. FATHER2. Innovator

3. Mentor

4. Inclusion Advocate

5. Fraternity Brother

6. Bourbon Connoisseur

7. Native American ancestry

8. Facilitator

9. Dreamer

10. Author

11. Chuck Taylor Collector


We Connect INCLUSION Circle

How I work and what I do.

How I think and process information.

Those with whom I intentionally spend most of my time.

Groups of people with whom I identify and to which I belong.

How I experience the world and rejuvenate.

How I and others see me.

EXPERIENCE RELATIONSHIP

CULTURECOGNITIVE

IDENTITYORGANIZATION


Third Quarter


I See You…I Hear YOU…the Essence of YOU


7 SECONDS TO 7 MINUTES

The Essence of You: 7-minute Partner Dialogue Starters• Who do you admire and why?

• What’s your story?

• Why is diversity and inclusion so important to you?

• What do you hope to learn at the Inclusion Forum?

• What are your unique strengths?

• How and what work do you do? How can diversity and inclusion enable you to do your work better?


Fourth Quarter


Diversityis a NOUN.

Inclusion is a VERB.

Cultural Competence is a SKILL.

“There is an abundance not a scarcity.”


“It requires both science and art.”

"After a certain high level of technical skill is achieved, science and art tend to coalesce in esthetics, plasticity, and form. The greatest scientists are always artists as well."—Albert Einstein

“To develop a complete mind: Study the science of art; Study the art of science. Learn how to see. Realize that everything connects to everything else.”― Leonardo da vinci


“We reduced the negative impact of biases.”Common Types of Unconscious Bias

HALO EFFECT BIAS

An initial positive impression of an individual leads to perceiving everything

the person does in a positive light.

ATTRIBUTION BIAS

Tendency to overestimate the influence of disposition and underestimate the

influence of situation.

COMPETENCE/LIKEABILITY TRADEOFF BIAS

The tendency to see very “likeable, friendly and nice people” as less

competent.

CONFIRMATION BIAS

Tendency to search for, interpret, favor and recall information in a way that

confirms one’s beliefs.

PERFORMANCE ATTRIBUTION (CREDITING) BIAS

Tendency to give credit to someone who did not earn it or to diminish the contribution of someone whose work was critical to succeeding


“We intentionally built relationships and trust.”


COMPETENCE:

I believe you are competent.

RELIABILITY:

I believe you demonstrate

consistent performance with

integrity.

VULNERABILITY:

I believe that I can share with you deeply and

know you have my best interest in mind.

OPENNESS:

I believe you are forthcoming, honest,

and transparent.

SUPPORT:

I believe you are concerned genuinely and willing to help.

“Everyone has a role.”

• Coach

• Captain

• Player

• Staff


“We execute our game plan.”


“We lead by example.”“Are willing to burn our own ship first, in order to transform others?”


Game Plan for the Inclusion Forum

1. Have at least five more 7-minute dialogues.

2. Apply at least one thing that you’ve learned real-time during the Forum.

3. Share your new insights with someone…be a coach or mentor.

4. Spend less time with those you already know…strategically network and scout new players for your team.


Together, we will transform thunderstorms to rainbows…


You, I , Me and We:

The Power ofInclusion

April 16, 2016 - ncaa.org

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