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
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