Leadership Webinar Series Powered by Plantae Brought to you by ASPB Women in Plant Biology Committee acknowledgments Koni Patterson Crispin Taylor Jeremy Williams Mary Williams Jennifer Regala ID: 792083
Download The PPT/PDF document "Intentionally Building and Cultivating a..." is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.
Slide1
Intentionally Building and Cultivating a Diverse Team
Leadership Webinar Series, Powered by Plantae
Brought to you by: ASPB Women in Plant Biology Committee
Slide2acknowledgments
Koni
Patterson
Crispin TaylorJeremy Williams
Mary WilliamsJennifer Regala
Laura Wayne (Chair)Sreekala ChellammaEva FarréKelly GillespieGrace MillerLi Tian
Women in Plant Biology (WiPB) Committee:
Self advocacy & Negotiation (September 28, 2018)Prioritization & Work/Life Balance: Do less, work better at work and life-balance (November 26, 2018)Giving and Receiving Feedback: Constructive follow-up (February 27, 2019)
https://community.plantae.org/organization/plantae-seminar-series/dashboard
Slide3ADVANTAGES OF DIVERSITY
“Diverse teams look at problems differently”
“How Diversity Defeats Groupthink”
“Diverse teams perform better because each team member brings a different perspective to the table.”
Slide4There are MANY DIFFERENT FORMS OF DIVERSITY
Slide5There are MANY DIFFERENT FORMS OF DIVERSITY
Slide6Diversity in SCIENCE & ENGINEERING workforce
National Science Board (NSB, Board
) :
Science and Engineering Indicators 2018
Slide7HOW TO KEEP A DIVERSE WORKFORCE
National Science Board (NSB, Board
) :
Science and Engineering Indicators 2018
Slide8Intentionally building and cultivating a diverse team: AN ITERATIVE PROCESS
Hiring
Team building
Increased
diversity
Slide9Tips FOR HIRING
ACHIEVE A DIVERSE CANDIDATE POOL:
Don’t over-emphasize referrals
BE PROACTIVE:
IDENTIFY DIVERSE NETWORKS OUTReach activitiesBE AWARE OF SOCIAL CHALLENGES OF NETWORKINGAVOID BIASHAVE A DIVERSE “RECRUITING TEAM”
Standardize Interview QuestionsBE aware of IMPLICIT BiAsBE AWARE OF STRUCTURAL LIMITATIONS
IStock
/Denislllin
Slide10CULTIVATING A DIVERSE TEAM: CHALLENGES
Different Personal goals
CULTURAL DIFFERENCES
Communication differencesDIFFERENCES IN Self-worth
DIFFERENCES ARE CHALLENGING
Slide11CULTIVATING A DIVERSE TEAM: CHALLENGES
Different Personal goals
CULTURAL DIFFERENCES
Communication differencesDIFFERENCES IN Self-worth
Minorities feeling like “QUOTAS”
LACK OF COMMUNICATION
LACK OF Sense of belonging
Minorities feeling like “QUOTAS”
Taking differences PERSONALLY
CONFLICT !!!
DIFFERENCES ARE CHALLENGING
Slide12CULTIVATING A DIVERSE TEAM: Inclusion & INTEGRATION
“Unity, not uniformity, must be our aim. We attain unity only through variety. Differences must be integrated, not annihilated, not absorbed.”
Mary Parker
Follet
"Diversity without inclusion is an empty gesture. Inclusion is a feeling of belonging, and so creating an empowering, embracing, egalitarian environment starts with the heart.”
David
Asai
Slide13What can we do to build an inclusive environment?
STRONG & FLEXIBLE LEADERSHIP
Slide14What can we do to build an inclusive environment?
ONBOARDING
IDENTIFY A Common GOAL
Focus on Goals and deadlines
Promote a culture of RESPECT & Balance
Respect Boundaries & Don’t Judge or gossipKnow YOUr team members: IDENTIFY STRENGTHS AND NEEDS“Listen To Understand”“PERSONALIZE” MOTIVATION“PERSONALIZE” MENTORING
“PerSONALIZE COMMUNICATION”Encourage NETWORKINGBUILD AN Inclusive environment: ORGANIZE INCLUSIVE ACTIVITIES
Be generous with praise for work well donePROVIDE CONSTRUCTIVE FEEDBACK IN PRIVATEEMPHASIZE learningSTRONG & FLEXIBLE LEADERSHIP
Slide15References
https://open.nytimes.com/diversity-inclusion-and-culture-steps-for-building-great-teams-ca157bd98c07
https://diversity.nih.gov/sites/coswd/files/images/SWD_Toolkit_Interactive-updated_508.pdf
https://www.the-scientist.com/biobusiness/diversity-in-the-laboratory-49322
https://royalsociety.org/topics-policy/publications/2015/unconscious-bias/
https://royalsociety.org/topics-policy/publications/2018/making-better-decisions-in-groups/https://royalsociety.org/topics-policy/diversity-in-science/https://blog.aspb.org/equality-and-diversity/http://www.scientificamerican.com/article/diversity-in-science-where-are-the-data/
https://ncses.nsf.gov/pubs/nsf19304/digest/occupationhttps://www.nature.com/articles/d41586-019-00282-y
Slide16Starter questions for the panel
What are your strategies for hiring a diverse TEAM?
Give an example of CHALLGENGES OF HIRING A DIVERSE TEAM
WHAT ARE YOUR TIPS TO PROMOTE an INCLUSIVE CULTURE?
What do you see as MAIN differences in cultivating a diverse team in academia vs. industryGIVE AN EXAMPLE OF HOW YOU HAVE “PERSONALIZED” MOtivation
. Give An Example of HOW you have “PERSONALIZED” MENTORING.HOW DO YOU FOMENT COMMUNICATION IN A DIVERSE TEAM?
Slide17Some Notes from the Discussion
Hiring:
reach out to other networks (e.g. minority serving institutions), encourage specific people to apply, set standardized parameters/questions for interview, align the interests of the candidates with the work description (use tools such as Career Drivers Assessment), have a diverse hiring team, take into account personality types.
KEEPING A HIGHLTY MOTIVATED AND FUNCTIONAL DIVERSE TEAM: set up clear expectations, engage with the team, ask the opinion of team members, carry out team developing activities to increase interpersonal relations, incorporate peer coaching, set up a welcoming environment, communicate the need, importance and need for diversity, understand personalities and work styles.
AS A MEMBER OF A DIVERSE TEAM: be willing to take risks, reach out to others, engage with team members.