inclusion by design | joe gerstandt | 2015 forum on workplace inclusion
TRANSCRIPT
@joegerstandt
#workplaceforum2015
inclusion by design
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“Well, I could be
wrong, but I believe
diversity is an old, old
wooden ship that was
used during the Civil
War era.”
-Ron Burgundy (Anchorman)
The concept of diversity encompasses
acceptance and respect. It means understanding
that each individual is unique, and recognizing
our individual differences. These can be
along the dimensions of race, ethnicity, gender,
sexual orientation, socio-economic status, age,
physical abilities, religious beliefs, political beliefs,
or other ideologies. It is the exploration of these
differences in a safe, positive, and nurturing
environment. It is about understanding each other
and moving beyond simple tolerance to
embracing and celebrating the rich dimensions of
diversity contained within each individual.
The concept of diversity encompasses
acceptance and respect. It means understanding
that each individual is unique, and recognizing
our individual differences. These can be
along the dimensions of race, ethnicity, gender,
sexual orientation, socio-economic status, age,
physical abilities, religious beliefs, political beliefs,
or other ideologies. It is the exploration of these
differences in a safe, positive, and nurturing
environment. It is about understanding each other
and moving beyond simple tolerance to
embracing and celebrating the rich dimensions of
diversity contained within each individual.
Inclusion!
@joegerstandt #workplaceforum2015
Inclusion?
Inclusion?
What does that mean?
Inclusion?
What does that mean?
Who is included in
what?
Inclusion?
What does that mean?
Who is included in
what?
What kind of things do
you do to include?
diversity is…
inclusion is…
Fear of Being
Different Stifles Talent
Harvard Business ReviewMarch 2014
Kenji Yoshino, Christie Smith
@joegerstandt #workplaceforum2015
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
66% of these employees said that it
significantly undermined their
sense of self
50% stated that it diminished their
sense of commitment
What looks like
resistance is
often a lack of
clarity.Switch, Dan and Chip Heath
Inclusion and Diversity in Work Groups:
A Review and Model for Future
Research
Lynn 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
low
belongingness
high
belongingness
low value in
uniqueness
high value in
uniqueness
low
belongingness
high
belongingness
low value in
uniqueness
high value in
uniqueness
inclusion:Individual is treated as
an insider and also
allowed/encouraged to
retain uniqueness within
the work group.
low
belongingness
high
belongingness
low value in
uniqueness
exclusion: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 value in
uniqueness
inclusion:Individual is treated as
an insider and also
allowed/encouraged to
retain uniqueness within
the work group.
low
belongingness
high
belongingness
low value in
uniqueness
exclusion: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 value in
uniqueness
differentiation: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.
low
belongingness
high
belongingness
low value in
uniqueness
exclusion: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 value in
uniqueness
differentiation: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.
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.
Is it safe to be
unpopular?
Is there a
penalty for
candor?
Are there
things we do
not discuss?
Where do
you think
your team is
at on the
spectrum?
1-10 Why?
How can
you lead it
towards
greater
inclusion?
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
@joegerstandt #workplaceforum2015
the foundation
the foundation
• language & logic
• business case
• narrative
• orientation
• behavioral science
the foundation
the framework
the foundation
the framework
the action
the foundation
the framework
the action
• practices
• behaviors
• competencies
• programs
the foundation
the framework
the action
the foundation
the framework
the action
Included in what?
1. informal networks
2. information
3. decision making
4. influence
5. change
6. agency
@joegerstandt #workplaceforum2015
Maybe this looks more familiar?!
consider a ten person team
1
2
4 5
9
3
876
10
1
9
7
6
5
2
3 8410
informal social networks
disparity
homophily: the tendency of
individuals to associate
and bond with similar others.
More than 100 studies have
observed homophily in some
form or another establishing that
similarity breeds connection.
These include age, gender, class,
and organizational role.
1. informal networks
2. information
3. decision making
4. influence
5. change
6. agency
increasing inclusion in:
1. informal networks
2. information
3. decision making
4. influence
5. change
6. agency
policy
program
practice
tools
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Thank
you!