Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt
-
Upload
joe-gerstandt -
Category
Business
-
view
205 -
download
0
Transcript of Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt
![Page 1: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/1.jpg)
Inclusion by Design
Inclusion by Design @joegerstandt #SHRMDIV
![Page 2: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/2.jpg)
“We need in every community a group of angelic troublemakers.”
Bayard
Rustin
![Page 3: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/3.jpg)
linkedin.com/in/joegerstandt
youtube.com/joegerstandt
twitter.com/joegerstandt
slideshare.net/joeg
402.740.7081
![Page 4: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/4.jpg)
Fear of Being Different Stifles
TalentHarvard Business Review
March 2014Kenji Yoshino, Christie Smith
![Page 5: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/5.jpg)
![Page 6: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/6.jpg)
What would the number be where you work?
![Page 7: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/7.jpg)
29% altered their attire, grooming or mannerisms to make their identity less obvious
40% refrained from behavior commonly associated with a given identity
57% avoided sticking up for their identity group
18% limited contact with members of a group they belong to
![Page 8: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/8.jpg)
66% of these employees said that it significantly undermined their
sense of self
![Page 9: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/9.jpg)
50% stated that it diminished their
sense of commitment
![Page 10: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/10.jpg)
Raise your hand if…
![Page 11: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/11.jpg)
![Page 12: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/12.jpg)
![Page 13: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/13.jpg)
Inclusion!
![Page 14: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/14.jpg)
Inclusion?
What is it?
Why does it matter?
How does it happen?
What gets in the way?
![Page 15: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/15.jpg)
Raise your hand if…
![Page 16: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/16.jpg)
What looks like resistance is
often a lack of clarity.
Switch, Dan and Chip Heath
![Page 17: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/17.jpg)
diversity is…
![Page 18: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/18.jpg)
inclusion is…
![Page 19: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/19.jpg)
Impact of Diversity on Team Performance
Reference: Adler, N. J. International Dimensions of Organizational Behavior.
4th ed. Cincinnati, OH: South-Western, 2002.
Cultural difference becomes an
obstacle to performanceCultural difference becomes an
asset to performance
effectiveness in collective tasksless more
c. Milton J.Bennett, 2008
Copyright © 2009 Hewitt Associates
reference:
Adler, N.J. International Dimensions of Organizational Behavior. 4th ed.
Cincinnati, OH: South-Western, 2002.
c. Milton J. Bennett, 2008
![Page 20: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/20.jpg)
Impact of Diversity on Team Performance
Reference: Adler, N. J. International Dimensions of Organizational Behavior.
4th ed. Cincinnati, OH: South-Western, 2002.
Cultural difference becomes an
obstacle to performanceCultural difference becomes an
asset to performance
effectiveness in collective tasksless more
c. Milton J.Bennett, 2008
Copyright © 2009 Hewitt Associates
diversity
performance
Ignore, deny, suppress differences.
Avoid conflict or do it poorly.
Lots of unwritten rules.
Conformity & obedience are rewarded.
![Page 21: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/21.jpg)
Impact of Diversity on Team Performance
Reference: Adler, N. J. International Dimensions of Organizational Behavior.
4th ed. Cincinnati, OH: South-Western, 2002.
Cultural difference becomes an
obstacle to performanceCultural difference becomes an
asset to performance
effectiveness in collective tasksless more
c. Milton J.Bennett, 2008
Copyright © 2009 Hewitt Associates
diversity
performance diversity
performance
Acknowledge and value differences.
Focus on relationships and healthy disagreement.
Few or no unwritten rules.
Honesty is rewarded.
![Page 22: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/22.jpg)
Impact of Diversity on Team Performance
Reference: Adler, N. J. International Dimensions of Organizational Behavior.
4th ed. Cincinnati, OH: South-Western, 2002.
Cultural difference becomes an
obstacle to performanceCultural difference becomes an
asset to performance
effectiveness in collective tasksless more
c. Milton J.Bennett, 2008
Copyright © 2009 Hewitt Associates
diversity
performance diversity
performance
Which outcome do you want?
![Page 23: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/23.jpg)
1. Figure out where you are.
2. Figure out where you want to go.
3. Figure out how to get there.
![Page 24: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/24.jpg)
1. Figure out where you are.
2. Figure out where you want to go.
3. Figure out how to get there.
![Page 25: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/25.jpg)
• 10:100:global
• Prime the process.
• Values, mission, vision, strategic plan, SWOT.
• Assess commitment.
• Historical context.
• Assess culture (real & espoused values).
• Industry & Peer analysis.
• Exit interview data.
• Outcome disparities.
• Friction points.
• Competency models.
![Page 26: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/26.jpg)
1.Language & Logic
2.Narrative & Orientation
3.Formal Business Case
4.Behavioral Science • ingroup/outgroup
dynamics
• obedience &
conformity
• conflict
• bias
![Page 27: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/27.jpg)
1. Figure out where you are.
2. Figure out where you want to go.
3. Figure out how to get there.
![Page 28: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/28.jpg)
What are the
characteristics of
an inclusive
experience?
![Page 29: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/29.jpg)
Inclusion and Diversity in Work
Groups: A Review and Model for
Future ResearchLynn M. Shore
Amy E. Randel
Beth G. Chung
Michelle A. Dean
Karen Holcombe Ehrhart
Gangaram Singh San
Diego State University
Journal of Management Vol. 37 No. 4, July 2011
![Page 30: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/30.jpg)
low
belongingnesshigh
belongingness
low
uniqueness
high
uniqueness
![Page 31: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/31.jpg)
low
belongingnesshigh
belongingness
low
uniqueness
high
uniquenessinclusion:
Individual is treated as an
insider and also
allowed/encouraged to retain
uniqueness within the work
group.
![Page 32: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/32.jpg)
low
belongingnesshigh
belongingness
low
uniquenessexclusion:
Individual is not treated as an
organizational insider with unique
value in the work group but there
are other employees or groups
who are insiders.
high
uniquenessinclusion:
Individual is treated as an
insider and also
allowed/encouraged to retain
uniqueness within the work
group.
![Page 33: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/33.jpg)
low
belongingnesshigh
belongingness
low
uniquenessexclusion:
Individual is not treated as an
organizational insider with unique
value in the work group but there
are other employees or groups
who are insiders.
high
uniquenessdifferentiation:
Individual is not treated as an
organizational insider in the work
group but their unique
characteristics are seen as
valuable and required for group /
organization success.
inclusion:
Individual is treated as an
insider and also
allowed/encouraged to retain
uniqueness within the work
group.
![Page 34: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/34.jpg)
low
belongingnesshigh
belongingness
low
uniquenessexclusion:
Individual is not treated as an
organizational insider with unique
value in the work group but there
are other employees or groups
who are insiders.
assimilation:
Individual is treated as an
insider in the work group
when they conform to org. /
dominant culture norms and
downplay uniqueness.
high
uniquenessdifferentiation:
Individual is not treated as an
organizational insider in the work
group but their unique
characteristics are seen as
valuable and required for group /
organization success.
inclusion:
Individual is treated as an
insider and also
allowed/encouraged to retain
uniqueness within the work
group.
![Page 35: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/35.jpg)
assimilation inclusion
Individual is treated as an
insider in the work group
when he/she conforms to
dominant culture
norms and downplays
uniqueness.
Individual is treated as
an insider and is
allowed and
encouraged to retain
uniqueness within the
work group.
1 2 3 4 5 6 7 8 9 10
![Page 36: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/36.jpg)
good assimilation
vs.
bad assimilation
![Page 37: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/37.jpg)
Individual is treated as an
insider in the work group
when he/she conforms to
dominant culture
norms and downplays
uniqueness.
Individual is treated as
an insider and is
allowed and
encouraged to retain
uniqueness within the
work group.
1 2 3 4 5 6 7 8 9 10
![Page 38: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/38.jpg)
What score would you give your
organization?
What score would you give your
department?
What score would you give to the last
meeting you participated in?
What score would you give to the
typical 1:1 interaction?
![Page 39: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/39.jpg)
inclusion
How do I feel?
What do I know, believe, understand?
What do I have access to?
How am I interacted with?
assimilation
![Page 40: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/40.jpg)
What Google Learned
From Its Quest to Build
the Perfect Team
Project Aristotle
180+ teams
250+ attributes
200+ interviews
![Page 41: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/41.jpg)
![Page 42: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/42.jpg)
inclusion: the dynamic balance of truly belonging to a group with shared values and being true to who you are
We see inclusion as characteristic of a mutually beneficial,
value-congruent, employee-employer relationship, a
relationship in which both parties are “all in,” a relationship
in which belonging and uniqueness are both valued.
We see inclusion as an opportunity for competitive
advantage and are committed to removing barriers to
participation & belonging and providing employees with
tools & practices for identifying and removing said
barriers.
![Page 43: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/43.jpg)
clarity is our best friend…
When I am included:
What do I know?
What do I feel?
What do I believe?
What do I have access to?
![Page 44: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/44.jpg)
1.beginning of day
2.decision-making
3.interactions / social norms
4.meetings
5.conflict
6.end of day
![Page 45: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/45.jpg)
inclusion: the dynamic balance of truly belonging to a group with shared values and being true to who you are
What is inclusive about this experience now?
What is not inclusive about this experience now?
How is belonging promoted? How is it rewarded?
How is uniqueness promoted? How is it rewarded?
Are there barriers to belonging, uniqueness or
participation?
Is it always safe for everyone to tell the truth here?
![Page 46: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/46.jpg)
Who has good ideas?
![Page 47: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/47.jpg)
Group intelligence is not strongly tied to either the
average intelligence of the members or the
team’s smartest member.-Thomas Malone, MIT Center for Collective Intelligence
![Page 48: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/48.jpg)
![Page 49: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/49.jpg)
![Page 50: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/50.jpg)
1.beginning of day
2.decision-making
3.interactions / social norms
4.meetings
5.conflict
6.end of day
![Page 51: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/51.jpg)
inclusion: the dynamic balance of truly belonging to a group with shared values and being true to who you are
What is inclusive about this experience now?
What is not inclusive about this experience now?
How is belonging promoted? How is it rewarded?
How is uniqueness promoted? How is it rewarded?
Are there barriers to belonging, uniqueness or
participation?
Is it always safe for everyone to tell the truth here?
![Page 52: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/52.jpg)
1. Figure out where you are.
2. Figure out where you want to go.
3. Figure out how to get there.• tools
• practices
• policies
• competencies
![Page 53: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/53.jpg)
“We need in every community a group of angelic
troublemakers.”
Bayard
Rustin
![Page 54: Inclusion by Design (2016 SHR Diversity Conference) joe gerstandt](https://reader031.fdocuments.us/reader031/viewer/2022022202/587a061e1a28ab01268b5989/html5/thumbnails/54.jpg)
Thank you!