PASSIONATE ABOUT THE MISSION: Taking Diversity/Inclusion to the Next Step Sondra Thiederman, Ph.D.
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Transcript of PASSIONATE ABOUT THE MISSION: Taking Diversity/Inclusion to the Next Step Sondra Thiederman, Ph.D.
PASSIONATE ABOUT THE MISSION:Taking Diversity/Inclusion to the Next Step
Sondra Thiederman, Ph.D.
IN PURSUIT OF GREATNESS THROUGH DIVERSITYcopyright Sondra Thiederman,
Ph.D. 2012 2
THE GOAL FOR THIS SESSION…
To provide Senior Leaders with new tools for keeping the Diversity Flywheel turning
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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THE NATURE OF THOSE TOOLS
Tools for identifying and minimizing the subtle and unconscious biases
that interfere with our leading effectively and modeling truly
inclusive behaviors.
“Leaders who understand diversity, recognize their own biases and prejudices.”
A Leader’s Guide to Diversity
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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IT TAKES COURAGE TO LOOK AT ONE’S OWN BIASES.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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THE DEFINITION OF BIAS – IT’S ALL
ABOUT “ALL”
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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A “bias” is an inflexible positive or negative, conscious or unconscious belief about a particular
category of people.
THE DEFINITION OF BIAS – IT’S ALL ABOUT “ALL”
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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ACTIVITY: THE MECHANISM BEHIND BIAS
• Think of or write down the initials of a person whom you very much admire.
• Think of or write down the initials of someone whom you dislike or disrespect.
• Think of or write down a quality you dislike about your most admired person.
• Think of or write down a quality you like about your most disrespected person.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS – THE DAMAGE
1. Biases prevent us from seeing people accurately (that is, as individuals) because... Mechanically: Our brains conduct on the information that it can
connect to experience that has already been recorded (the power of association).
Psychologically: We want our previous assumptions to be right so we give extra weight to information that reinforces our bias.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS – THE DAMAGE
1. Biases prevent us from seeing people accurately (that is, as individuals) because... Mechanically: Our brains conduct on the information that it can
connect to experience that has already been recorded (the power of association).
Psychologically: We want our previous assumptions to be right so we give extra weight to information that reinforces our bias.
The Damage Done: The inability to evaluate personnel skills and qualifications accurately; misunderstandings regarding the behavior and attitudes of locals in combat areas; unnecessary tension within diverse teams, etc.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS – THE DAMAGE
2. If we have a bias (positive or negative), and a person who is the object of that bias does not conform to what we believe, we…
…are apt to dislike and judge him or her negatively. (American Academy of Management. Journal)
…feel uncomfortable because of what is known as “cognitive dissonance.”
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS – THE DAMAGE
2. If we have a bias (positive or negative) and a person who is the object of that bias does not conform to what we believe, we…
…are apt to dislike and judge him or her negatively. (American Academy of Management. Journal)
…feel uncomfortable because of what is known as “cognitive dissonance.”
The Damage Done: The inability to form productive relationships, to evaluate team members accurately and to relate successfully to cultures different from one’s own.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS – THE DAMAGE
3. Biases create discomfort in the workplace because of what is called “micro-inequities” or “leakage.”
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS – THE DAMAGE
3. Biases create discomfort in the workplace because of what is called “micro-inequities” or “leakage.”
The Damage Done: Team members feel excluded and disrespected and are, therefore, unable to contribute their best to mission readiness.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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Knowing our biases gives us the power to
both weaken them and control the
behaviors they create.
BIAS AWARENESS – A MISSION CRITICAL HABIT
“What displays of nobility do I exhibit in the area of diversity?”
A Leader’s Guide to Diversity
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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Approach #1: Take the “Implicit Association Test”
https://implicit.harvard.edu/implicit/demo/
BIAS AWARENESS – A MISSION CRITICAL HABIT
copyright Sondra Thiederman, Ph.D. 2012 16
Approach #2: Notice the first thought that comes to mind
when encountering a member of another group.
BIAS AWARENESS – A MISSION CRITICAL HABIT
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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“First Thoughts” Activity
BIAS AWARENESS – A MISSION CRITICAL HABIT
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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“First Thoughts” Activity
BIAS AWARENESS – A MISSION CRITICAL HABIT
• A person over 85 years old
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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“First Thoughts” Activity
BIAS AWARENESS – A MISSION CRITICAL HABIT
• A person over 85 years old• A native of southern California
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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“First Thoughts” Activity
BIAS AWARENESS – A MISSION CRITICAL HABIT
• A person over 85 years old• A native of southern California• A 24-year-old just out of university
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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“First Thoughts” Activity
BIAS AWARENESS – A MISSION CRITICAL HABIT
• A person over 85 years old• A native of southern California• A 24-year-old just out of university• A homeless person
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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“First Thoughts” Activity
BIAS AWARENESS – A MISSION CRITICAL HABIT
• A person over 85 years old• A native of southern California• A 24-year-old just out of university• A homeless person• A single mother with three children
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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“First Thoughts” Activity
BIAS AWARENESS – A MISSION CRITICAL HABIT
• A person over 85 years old• A native of southern California• A 24-year-old just out of university• A homeless person• A single mother with three children• A person who smokes cigarettes
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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“First Thoughts” Activity
BIAS AWARENESS – A MISSION CRITICAL HABIT
• A person over 85 years old• A native of southern California• A 24-year-old just out of university• A homeless person• A single mother with three children• A person who smokes cigarettes• A single father with three children NG
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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Analyze that “first thought” to see if it is a bias.
(“Bias I.D. Test”)
“First Thoughts” Step #2
BIAS AWARENESS – A MISSION CRITICAL HABIT
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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Ask Yourself:
“Did I think a word like ‘all’ or ‘every’ or ‘they’ or did I imply a blanket assumption?”
BIAS AWARENESS – A MISSION CRITICAL HABIT
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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Ask Yourself:
“Have I had a memorable positive or negative experience with the group of people in which
the characteristic I thought of was manifested?”
BIAS AWARENESS – A MISSION CRITICAL HABIT
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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Ask Yourself:
“Would I feel the same way about the significance of this person’s behavior if he or
she were of a different group?”
BIAS AWARENESS – A MISSION CRITICAL HABIT
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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Ask Yourself: What do I do when I learn that an individual does not conform to my first thought?
BIAS AWARENESS – A MISSION CRITICAL HABIT
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS AWARENESS – A MISSION CRITICAL HABIT
Ask Yourself: What do I do when I learn that an individual does not conform to my first thought?
• Accept that my first response was incorrect.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS AWARENESS – A MISSION CRITICAL HABIT
Ask Yourself: What do I do when I learn that an individual does not conform to my first thought?
• Accept that my first response was incorrect.• Feel emotional and vaguely disoriented.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS AWARENESS – A MISSION CRITICAL HABIT
Ask Yourself: What do I do when I learn that an individual does not conform to my first thought?
• Accept that my first response was incorrect.• Feel emotional and vaguely disoriented.• Rationalize what I see to conform to my
expectation.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS AWARENESS – A MISSION CRITICAL HABIT
Ask Yourself: What do I do when I learn that an individual does not conform to my first thought?
• Accept that my first response was incorrect.• Feel emotional and vaguely disoriented.• Rationalize what I see to conform to my
expectation.• Do something to create what I expected.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BIAS AWARENESS – A MISSION CRITICAL HABIT
Ask Yourself: What do I do when I learn that an individual does not conform to my first thought?
• Accept that my first response was incorrect.• Feel emotional and vaguely disoriented.• Rationalize what I see to conform to my
expectation.• Do something to create what I expected. • Decide that the person is an exception to the
rule.
NG
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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For the next two weeks, notice the first thought that comes to mind when encountering someone from another group and subject it to the “Bias I.D.
Test” found on the previous slides.
BIAS AWARENESS FOLLOW-UP TASK
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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It is possible to minimize the influence of bias on our thinking
and behaviors.
THE GOOD NEWS
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Question I:Was the source of your bias reliable?
“Know yourself and how and why your belief system and views originated.”
A Leader’s Guide to Diversity
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Question I:Was the source of your bias reliable? • People
“Know yourself and how and why your belief system and views originated.”
A Leader’s Guide to Diversity
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Question I:Was the source of your bias reliable? • People • Media – The Power of
Images
“Know yourself and how and why your belief system and views originated.”
A Leader’s Guide to Diversity
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Question I:Was the source of your bias reliable? • People • Media – The Power of
Images• Experience…
“Know yourself and how and why your belief system and views originated.”
A Leader’s Guide to Diversity
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Experience:A little experience is a dangerous thing.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Experience:A little experience is a dangerous thing.
• A negative experience is more apt to create a lasting bias.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Experience:A little experience is a dangerous thing.
• A negative experience is more apt to create a lasting bias.
• An experience does not always mean what you think it does.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Question II:How many people do you actually know
who conform to your bias?
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Question II:How many people do you actually know
who conform to your bias?
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Question III:How many people do you actually know who do NOT conform to your bias?
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1: WEAKEN THE FOUNDATION OF BIAS
Question III:How many people do you actually know who do NOT conform to your bias?
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #1 WEAKEN THE FOUNDATION OF BIAS
FOLLOW-UP TASK Pick one of the biases you have become aware of and explore how and when you learned it. Ask yourself:
• Was the source of the bias reliable? • Was the experience that prompted it limited
to a small group or even just one individual?• If your bias grew from experience, might that
experience have been distorted by fear or other emotions?
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS “Kinship Group” = Any population that shares a self- or
externally-ascribed characteristic that sets it apart from others.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS “Kinship Group” = Any population that shares a self- or
externally-ascribed characteristic that sets it apart from others.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS “Kinship Group” = Any population that shares a self- or
externally-ascribed characteristic that sets it apart from others.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS “Kinship Group” = Any population that shares a self- or
externally-ascribed characteristic that sets it apart from others.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS “Kinship Group” = Any population that shares a self- or
externally-ascribed characteristic that sets it apart from others.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS “Kinship Group” = Any population that shares a self- or
externally-ascribed characteristic that sets it apart from others.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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“...the strength of our diversity is multiplied by shared values, mutual commitment to excellence
and common dedication to the mission.”A Leader’s Guide to Diversity
STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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Identifying shared kinship groups helps defeat bias because the process transforms a “Them” into an
“Us.”
STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS
Creating an “Us” reduces bias because we tend to see members of an “Us” as individuals with
unique qualities and members of other groups (“Them”) as all alike.
(And, by the way, we tend to “like” those whom we perceive of as “like” ourselves.)
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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The Good News:
We have the ability to change the categories (“them” / “us”) into which we place people.
(Robert Kurzban, UCSB)
STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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How to Transform a “Them” into an “Us”
1. Keep what we share “top of mind.” (We notice what we decide is most important.)
STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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How to Transform a “Them” into an “Us,” cont.
2. Create opportunities for contact: clubs, Special Emphasis Programs, outings, shared volunteer efforts, opportunities to work across work groups or units.
STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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How to Transform a “Them” into an “Us,” cont.
STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS
3. Create two-way mentor partnerships.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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How to Transform a “Them” into an “Us,” cont.
4. Identify and emphasize shared goals.
STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS
3. Create two-way mentor partnerships.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #2: IDENTIFY SHARED KINSHIP GROUPS
FOLLOW-UP TASKS
2. As leaders, using the suggestions supplied here as well as your own creativity, design and implement three strategies for enhancing a sense of commonality and shared Kinship Groups within the National Guard.
1. As individuals, for the next two weeks, practice keeping what we have in common top of mind and strive to identify at least three shared interests or values with colleagues or others whom you think of as substantially different from yourself.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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“Saying and doing becomes believing.” David Bem (and Aristotle)
STRATEGY #3: ACT AS IF…
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“Have the self-control to not allow bias to be part of your
day-to-day behaviors.”
A Leader’s Guide to Diversity
STRATEGY #3: ACT AS IF…
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“Acting as If” works because…
…of the discomfort created by “cognitive dissonance.”
…of the experience of positive responses.
…the exposure we force ourselves into creates increased knowledge of individual human beings and their individual characteristics.
STRATEGY #3: ACT AS IF…
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1. Specific
2. Observable by yourself and others
3. Measurable
4. Probably initially uncomfortable
“Acting as If” means to deliberately and consciously practice counter-bias behaviors that are…
STRATEGY #3: ACT AS IF…
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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1. List specific behaviors that result from your bias and the consequences of those bias-based behaviors.
2. List behaviors that run counter to your bias and the consequences of those behaviors.
3. Execute the behaviors that run counter to the bias.
4. Record the positive results those new behaviors create.
5. Watch your bias begin to fade.
STRATEGY #3: ACT AS IF…
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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STRATEGY #3: “ACT AS IF…” FOLLOW-UP TASK
1. As individuals, within the next two weeks, identify personal behaviors that are consistent with bias and commit to deliberately changing at least one of those behaviors.
2. As leaders, pursue strategies that will encourage others to undertake behaviors that are inconsistent with bias.
copyright Sondra Thiederman, Ph.D. 2012IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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THE ULTIMATE TOOL FOR DEFEATING BIAS
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THE ULTIMATE TOOL FOR DEFEATING BIAS
Shove Your Biases Aside