the inclusion solution
DESCRIPTION
‘Inclusion’ has long been considered the Robin to ‘Diversity’s’ Batman. It’s time the roles were reversed. Without inclusion, diversity leads to slower decision making, more conflict and increased fragmentation. Without inclusion, stress and absenteeism increase. And without inclusion productivity plummets. Reactions to difference, bystander behavior and ingroup/outgroup dynamics can’t be controlled with policy. Yet they are the key to creating a climate where people are cherished for being exceptions, not just for being exceptional. This isn’t inclusion for the sake of diversity; this is inclusion for the sake of performanceTRANSCRIPT
The inclusion solution | © Mind Gym
One of us?The inclusion solution
The inclusion solution | © Mind Gym
Why get diverse? 2
Talent Reputation Consumers Legislation Innovation Mobility
DIVERSITY
The inclusion solution | © Mind Gym
Do diverse teams outperform? 3
Kersley & O’Sullivan (2012) Hoogendoorn, Oosterbeek & van Praag (2011)
3
The inclusion solution | © Mind Gym
Corporate policy
The role of inclusion 4
A psychologically safe environment where people feel free to ‘be themselves’, ie, express their views and beliefs, without fear of suffering as a result (Guillaume et al., 2013)
Diversity Inclusion
Personal activity
A mix of people in terms of
• Gender• Age
• Religion• Sexuality
• Race
The inclusion solution | © Mind Gym
Diversity without inclusion does more harm than good
5
Sources: Tsui, Egan & O’Reilly, (1992); Jehn, Northcraft & Neale, (1999); Chattopadhyay, (1999);Richard, Barnett, Dwyer & Chadwick, (2004); Chatman et al, (1998); Leiberman
Worse Greater
Employee attachment
Revenue
Wellbeing
Individual performance
Number of discrimination cases
Absenteeism
Levels of conflict
Number of missed opportunities
The inclusion solution | © Mind Gym
Inclusion gives the commercial edge
6
Sources: Center for Talent Innovation. (2013) Innovation diversity and market growth.Corporate Executive Board. (2012). Global Labor Market Survey.
With inclusive culture
Without inclusive culture
Incr
ease
in 2
01
2
60%
50%
40%
30%
20%
10%
0%Improved market share
Captured a new market
Discretionary effort
120%
115%
110%
105%
100%
95%
90%
Incr
ease
in
liklih
ood
Intent to stay
The inclusion solution | © Mind Gym
7Covering in your organization
What percentage of people report that they don’t feel comfortable or safe being themselves at work?
1) < 20%2) 21 - 40%3) 41 - 60%4) 61 - 80%5) 81 - 100%
The inclusion solution | © Mind Gym
What’s going wrong?8
…of employees cover to fit in at work1
…of straight white men
45%
…of Hispanic individuals
63%
…of women
66%
…of black individuals
79%
…of LGB individuals
83%
61%
The inclusion solution | © Mind Gym
If we have to cover… 9
Greater exclusion
HBR: 2007: Manage your energy not your time
… people suffer
Greater psychological pain
Psychological painPhysical pain
=
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10
Skills necessary for managers/individuals to create and sustain an inclusive culture
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Creating an inclusive culture 11
Mitigating exclusionBeing inclusive Valuing difference
by…
Knowing me,
knowing you
Breaking bias
Building bridges
The inclusion solution | © Mind Gym
12Knowing me, knowing you• Who am I?
• Our expanded and diminished selves
• The role of psychological safety
• Our connection with those similar to us
• Our response to those different from us
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Value difference 13
Me
Outlook
Family status
Religion
Interest
Education
Accent
Job
Appearance
Manners
Dress
sense
PoliticsValue
s
Energy
Humor
“I am not different from you, I am different like you”.Dr. Laraine Kaminsky
Race
Religion
Age
Disability
Gender
Sexuality
The inclusion solution | © Mind Gym
Our response to difference 14
Embrace
Approach
Indifferent
Avoid
Defend
Attack Perceived similarity
Invisible difference
Trigger difference
Neutral difference
Degree of openness
Degree of perceiveddifference
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15Breaking bias• The power of unconscious minds
• Bias as a form of natural mental ‘short
cut’
• Bias in day to day decision making at
work
• Techniques to remove bias from
decisions
The inclusion solution | © Mind Gym
Shortcuts 16
“In making judgements, people rely on a limited number of mental shortcuts, which sometimes lead to severe and systematic errors.”Professor Daniel KahnemanNobel prize winner
Bias:
A judgment made even with compelling data and information to the contrary.
Unconscious bias:
A judgment made without being aware that we are doing so.
Dr Mazharin Banaji, Harvard
The bias blindspot:
The phenomenon that the average person believes they are less biased than average.
Dr Emily Pronin, Princeton
The inclusion solution | © Mind Gym
17Shortcuts and beliefs
Using blind screens increased females in major orchestras by 30%
The inclusion solution | © Mind Gym
Fairer decisions 18
1Anticipate
2Be vigilant
3Build failsafes
• The decisions you make
• The shortcuts you have
• The situations you make decisions in
• Assess your decisions as you make them
• Challenge your evidence
• Make your decision-making transparent to colleagues
• Be empathic and reflect on your decisions
Using counter-stereotyping continuously
The inclusion solution | © Mind Gym
Building bridges 19
• The power of in-groups/out-groups to include and exclude
• How our micromessages can make people part of the team or outside the tent
• How to be more inclusive in our day to day behavior
• How to stop being a bystander
The inclusion solution | © Mind Gym
Bystanders
20
What would you do?
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Pivoting 21
1.Being within a social group
2.Reacting to a subtle exclusion in a way that:
• Boosts the confidence of the person it was aimed at
• And saves face for the person who said it
What pivoting is
and
The inclusion solution | © Mind Gym
22Mind Gym’s approach
Awareness
Why Mind Gym works:• Engage on a personal level – why this matters to me
• Focus on what I can actually do to make things better
Behavior
Being inclusiveValuing
differenceMitigating exclusion
One of us
The inclusion solution | © Mind Gym
A few facts about us
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