Building Sustainable Diversity – Delineating Form and Substance

President’s RetreatMinnesota State University, Mankato

August 14, 2012

Robert A. Colbert

Benefits Of Diversity and Inclusion

• Ability to relate to larger population− Increased working relationships and

communications among group

• More contributors and participation to enrich perspectives

• Greater talent pool from which to choose

• Better reflection of community served

Moving Toward Sustainable Diversity

Paraphrased –

“Usually when someone believes in a particular system, ideology or religion, their attitude becomes more and more a sharp angle pointing away from themselves. In our way, the point of the angle is always toward ourselves.”

Shunryu Suzuki

Outline – Building Sustainable Diversity

• Benefits of Diversity and Inclusion• Questions to Ponder• Redefining Diversity• Hurdles to Diversity and Inclusion• How Does Change and Variation Affect Us?• Human Struggles with Change• Differentiating Form and Substance• Human Nature – Labels and Judgments• A Deeper Look: Who’s Making the Mistake• Enriching the Diversity Discussion – Assessing Goals• Examples of Simple Diversity Steps• Diversity Take-Aways and Concluding Comments

Questions to Ponder

From where does inhumanity toward one another primarily stem – human wickedness or weakness?

Would an end to racism, sexism, or xenophobia end our inhumanity toward one another?

Redefining Diversity

Diversity = ChangeThings differ; they are not the same

Life is Change, Growth is OptionalKaren Kaiser Clark

Diversity is change, progress is optional!

Diversity & InclusionHurdles

Distress with Change and Variation

Challenges of Power Dynamics and Pressures

Ignorance and Indifference

Exclusion and Intolerance

How Does Change and Variation Affect Us?

Diversity – Things differ; things are not the same; things change

Human Perceptions and Interpretations

Comfort/Relief Discomfort/Unease

Opportunities – • Conquer current discomforts• Recognize new ways to go• Learn and grow stronger• Overcome status quo

Threats – • Sacrifice comfort and stability• Face vulnerabilities• Encounter unknown variables• Confront unpredictable

outcomes

Actions and Reactions – Things we do and things we don’t do

Human Struggles with Change

Limited Time and Resources

Anxieties and Insecurities

Pressures

Vulnerabilities ever-present in the workplace

Large-eared Human (with tail)

Opening Exercise - DifferencesQuestion 1: Think of one quality that makes you unique from everyone else. How has it helped you in your profession or social life?

Question 2: Think of one unique quality or personality trait that you admire about someone in the room. What makes this quality or trait so admirable?

Question 3:Think of a circumstance or situation in which you felt separated from co-workers or friends?  What caused this feeling? What does it rekindle now?  

Differentiating Form and Substance

Form – external (appearance, quantifiable characteristics)• Identifiers – race, gender, sexuality, nationality, culture,

age, size, religion, political affiliation, class

Substance – internal (essential nature, qualifiable characteristics)• Impressions – values, inspiration, character, compassion,

convictions, disposition, experience, talents

True diversity incorporates form and substance

Complementary Polarities

Form

Substance

Along the Continuum

Concrete Abstract

Form Substance

The Challenge: Appreciating Substance

Complementary Polarities

Form

Substance

Symbol of Yin and Yang

“Both and” versus “Either or”

Form

Substance

Along the Continuum

Form Substance

Labels Judgments

Human Nature – Labels and Judgments

Humans apply labels (form; quantifiable characteristics)• Neutral

Humans apply judgments to labels (substance; qualifiable characteristics)• Non-neutral• Biased

Along the Continuum

Form Substance

Labels Judgments

Relationships Perceptions

Labels and Judgments:Relationships and Perceptions

Relationship (Label) Perception (Judgment)

Companion Stranger Witty Dull

Friend Adversary Talented Ordinary

Neighbor Visitor Friendly Unsociable

Resident Foreigner Outgoing Reserved

Teammate Competitor Cooperative Rebellious

Co-Worker Supervisor Energetic Lethargic

Human Nature – Labels and Judgments

Humans apply labels (form; quantifiable characteristics)• Neutral

Humans apply judgments to labels (substance; qualifiable characteristics)• Non-neutral• Biased

Judgments become detrimental when human dignity and virtue are doubted (i.e., “better/less worthy than”; “more/less righteous than”)• Polarizing• Establishes insiders and outsiders

Labels and Judgments – (Excerpt from 2010 Freakonomics Documentary)

Things that Bother You When Driving or Traveling in a Car

• Driver makes turn without using turn signal• Driver moves into your lane without using turn signal• Driver weaves in and of traffic lanes• Driver is unaware that turn signal is active• Driver stays in passing lane but moves more slowly

than surrounding traffic• Driver tailgates too closely• Driver does not notice when traffic light turns green• Driver appears distracted in car (e.g., cell phone use)• Driver stops first at 4-way sign, but waits for others

to proceed thru intersection

Things that Bother You When Driving or Traveling in a Car

• Driver is unaware that turn signal has been active for blocks

Driver: helpful neighbor

• Driver is in passing lane but moving more slowly than surrounding traffic

Driver: reclusive community member

• Driver does not notice right away that traffic light has turned green

Driver: person who appears of foreign descent

Who’s Making the Driving “Mistake”?

Enriching the Diversity Discussion – Quantifiable and Qualifiable Goals

Quantifiable goals and expectations (form):• What outputs do you anticipate?−Increase of historically disadvantaged groups

Qualifiable goals and expectations (substance):• What outcomes do we anticipate?−Increase of human values inherent in

diversity and inclusion

Diversity – Outcomes SoughtQuantitative (Objective)

Increased number of persons from historically under-represented groups

Greater ratio of “diverse” persons to total group or population

Higher percentage of “diverse” persons in positions of power and authority

Increased number of persons who are flexible and culturally proficient

Measurable improvements in effectiveness and organizational results

Qualitative (Subjective)Better and more timely decision-making (creative and rich input)

Greater number of satisfied members, especially among under-represented groups (trust, contentment)

Greater sense of team, community and organizational culture (collaboration)

Ability to resolve conflicts and differences that create barriers (growth)

Better understanding of individual roles in creating productive and wholesome environments (innovation, development)

Balancing Diversity Goals and Outcomes

Quantitative(form)

Qualitative(substance)

Economic Results

Cultural Proficiency

Power Positions

Diverse Numbers

Innovation

Collaboration

Rich Input

Building Sustainable Diversity –Examples of Simple Steps

Periodic recognition and rewards to those who champion diversity and inclusion within the organization (risk sharing)

Regular communication of benefits to the organization from implemented diversity and inclusion steps

Regular sharing of testimonials that celebrate personal benefits from diverse relationships and cross-cultural experiences within the organization

Sustaining Diversity & Inclusion Take-Aways

More forms bring difference; but, they do not necessarily expand meaningful diversity.

We cannot be satisfied with form as the outcome. To cultivate diversity, we must dig deeper, … aligning form and substance.

Concluding Points

• We must acknowledge the human condition. By understanding our shared limitations, we gain compassion and appreciation for others.

• We must minimize our human tendency to accept or reject others based on labels and judgments.

• We must create and use tools that safeguard our ability to take risks with others: reaching beyond the familiar to embrace change and variation.

End of Presentation