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RESET! what diversity and inclusion mean today
The document discusses the concepts of diversity, inclusion, cognitive diversity, stereotypes, and biases. It notes that greater diversity can lead to greater variability in group performance but that inclusion is about utilizing different perspectives and experiences. Cognitive diversity, or differences in knowledge and perspectives, is important for groups to consider problems from multiple angles. However, stereotypes and biases can prevent the consideration of different views and lead groups to make premature conclusions.
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RESET! what diversity and inclusion mean today
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- 2. #phwc @joegerstandt joegerstandt.comjoegerstandt.com/blog linkedin.com/in/joegerstandt youtube.com/joegerstandt slideshare.net/joeg
- 3. consider this… …a long time ago, in a far away galaxy, there was a man named Uri Treisman
- 4. consider this… Lackof Adequate Preparation Socio-economic Status Lack of Family Support Lack of Motivation
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- 10. consider this… Powerof Assumptions
- 11. consider this… Powerof Assumptions Intentions vs. Outcomes
- 12. consider this… Powerof Assumptions Intentions vs. Outcomes Power of Stereotypes
- 13. consider this… Powerof Assumptions Intentions vs. Outcomes Power of Stereotypes Problem is “out there”
- 14. What looks likeresistance is often a lack of clarity. Switch, Dan and Chip Heath
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- 17. diversity is… differencetakes many forms
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- 19. diversity is… differencetakes many forms relational
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- 21. diversity is… differencetakes many forms relational a catalyst
- 22. difference can bethe cause of… Introducing or increasing difference in a social group can trigger: we vs. they mentality stereotyping in-group favoritism inter-group conflict satisfaction, performance, turnover get worse
- 23. greater diversity =greater variance in performance … groups with more diversity generally perform better or worse than groups with less diversity.
- 24. inclusion is… Ourability to include difference and utilize the resources that we have access to. fairness of employment practices openness to difference inclusion in decision making integration of networks
- 25. “… being athome…” “… belonging…” “… able to bring my whole self to work…” “… feeling that my unique contribution was valued…” “… my perspective is always considered…” “… I have a say in what happens…”
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- 29. i d en t i t y d i v e r s i t y
- 30. time for someexercise
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- 32. cognitive diversity Theextent to which the group reflects differences in knowledge, including beliefs, preferences and perspectives. -Miller, et al (1998) Strategic Management Journal
- 33. analytical rational realisticfactual logical definitive risk taker creative flexible synthesizer conceptual intuitive persistent planner organized disciplined detailed practical passionate cooperative empathetic expressive harmonizing responsive
- 34. counting money spendingmoney saving money helping the others
- 35. Groups often failto outperform individuals because they prematurely move to consensus, with dissenting opinions being suppressed or dismissed. -Hackman & Morris, Advances in Experimental Social Psychology
- 36. Minority dissent, evendissent that is wrong, stimulates divergent thought. Issues and problems are considered from more perspectives and group members find more correct answers. -Nemeth, Staw (1989) Advances in Experimental Social Psychology
- 37. The debating ofdissenting issues consequent to different approaches and perceptions associated with cognitive diversity has been found to stimulate divergent thinking, which is closely linked to creative output. -Nemeth, Nemeth-Brown (2003) Group Creativity, Oxford University Press
- 38. MBA HarvardUniversity 100 people
- 39. MBA HarvardUniversity 100 people team #1
- 40. MBA HarvardUniversity 100 people team #1 team #2
- 41. MBA HarvardUniversity 100 people team #1 team #2 friends with cognitive benefits
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- 47. stereotype A schema;a cognitive framework that contains our knowledge, beliefs, expectations and feelings about a social group. Stereotypes allow for no individuality.
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- 49. smoke bowl eathamburgers
- 50. smoke bowl eathamburgers knit wear glasses eat salads
- 51. confirmation bias Ourtendency to search for or interpret new information in a way that confirms preconceptions and avoids information and interpretations which contradict prior beliefs.
- 52. fundamental attribution errorUnjustified tendency to assume that a person's actions depend on what "kind" of person that person is rather than on the social and environmental forces influencing the person.
- 53. If you donot deliberately and proactively include people, practices and perspectives that are different, you will unintentionally exclude.
- 54. consider this… Powerof Assumptions Intentions vs. Outcomes Power of Stereotypes Problem is “out there”
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- 56. joe gerstandt www.joegerstandt.com[email_address] www.twitter.com/joegerstandt www.linkedin.com/in/joegerstandt www.facebook.com/joegerstandt 402.740.7081
- 57. resources The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies | Scott Page The Wisdom of Crowds | James Surowiecki A Whole New Mind | Daniel Pink The Medici Effect | Frans Johansson The Geography of Thought | Richard Nisbett
- 58. resources Achieving SuccessThrough Social Capital: Tapping Hidden Resources in Your Personal and Business Network | Wayne E. Baker The Whole Brain Business Book | Ned Herrmann Competitive Advantage Through People: Unleashing the Power of the Work Force | Jeffrey Pfeffer