One of us? The inclusion solution

One of us?

The inclusion solution

Ryan Boughan

Vice President, Mind Gym Inc.

Diversity is essential

Talent

Reputation

Consumers

Legislation

Innovation

Mobility

Diversity

2

© Mind Gym

Diversity without inclusion makes things worse

Worse

Greater

Employee attachment

Revenue

Well-being

Individual performance

Number of

discrimination cases

Absenteeism

Levels of conflict

Number of missed opportunities

Deloitte (2012); Sabharwal (2014); Shapiro, Wells & Saunders (2011); O’Reilly et al. (2014);

Jehn

et al. (1999)

3

© Mind Gym

Inclusion delivers commercial gains…

Businesses with

high inclusive engagement

have an operating profit almost three times higher (27%) than those that don’t.

Improved market share

48%

33%

Captured

a new market

46%

27%

Greater market share

Center

for Talent Innovation (2013

);

Towers Watson (2012

); Deloitte (2012).

4

When employees feel their

organizations

are diverse and inclusive, they

are…

83%

more likely to agree that they

share diverse ideas to develop

innovative solutions

31%

more likely to agree that they

meet the needs of their customers

42%

more likely to agree that their

team works collaboratively to achieve

their objectives

© Mind Gym

Inclusion linked to personal performance

5

© Mind Gym

Source: Deloitte (2013). Waiter, is there inclusion in my soup? Research report.

Hand in hand

6

© Mind Gym

Corporate

policy can deliver diversity, but inclusion is delivered through individualsCorporate policy

Diversity

Leadership accountabilityfor diversity (supported with metrics)Flexible working arrangements

Diverse candidate slatesMentoring programs for minority groups

Employee resource groupsChief Diversity officer

Personal activityInclusionManagers and individuals who:Increasingly spot their bias and check it Are curious about different

views, insights and ways of being

Alter their behavior

to make

it easier for different people to be accepted

and flourish

Inclusion goes beyond diversity

7

© Mind Gym

Diversity 3.0

Inclusion embedded

Everyone feels psychologically safe.

People

are curious about different views, insights and ways of being.

People alter their behavior to make it easier for different people to be accepted

and flourish.Inclusive behaviors become a ‘way of being’. Diversity 2.0MarketingPeople look to be inclusive and equitable ‘because they have to’.

There’s a lot of talk about D&I, but people aren’t sure of what it means or how to talk about the real issues.

Unconscious bias training.

Diversity 101

Compliance

Leadership accountability for diversity (supported with metrics).

Flexible working arrangements.

Diverse candidate slates.

Mentoring programs for minority groups.

Legal training.

Frost, 2015

Where can inclusion go wrong?

©

Mind Gym

8

Death by over-collaboration

Decisions go round… and round… and round.

Avoiding

Faking it with tokenism

They’re not really being listened to

.

Chasing consensus

Agreement is

favored

over quality.

One rule for some, one rule for others

Standards bend for special cases.

Inclusive leadership

Uniqueness

…helping people feel able and safe to be their authentic self.

Belongingness

…helping people feel that they are a valued member of the team.

© Mind Gym

Covering at work

What percentage of people report that they don’t feel comfortable or safe being themselves at work

?

© Mind Gym

…of employees bend themselves

out of

shape to fit in at

work

61%

Bend out of shape

Yoshino and Smith (2013).

…of straight white men

45%

…of Hispanic individuals

63%

…of women

66%

…of black individuals

79%

…of LGB individuals

83%

15

© Mind Gym

Bending out of shape is not only bad for business…people suffer

Psychological pain of

feeling excluded

Physical pain

=

Eisenberger

,

Lieberman & Williams (2003)

;

Cikara

& Fiske (2011).

16

© Mind Gym

The key to inclusion: value difference

Me

Outlook

Famil

y

status

Height

Interest

Education

Accent

Job

Appearance

Manners

Dress sense

Politics

Values

Energy

Humor

“I am not different from you,

I

am different like you.”

Dr.

Laraine

Kaminsky

Race

Religion

Age

Disability

Gender

Sexuality

17

© Mind Gym

We create an inclusive culture when...

Everyone across the company works hard to

Make fair decisions about people

Build connections between people who might otherwise see themselves as separate

Appreciate people for who they are, especially when they are different from ‘me’

Psychological safety

18

© Mind Gym

Creating psychological safety

19

How often have…

rarely

sometimes

often

People told you they have made a mistake?

You learned something about someone that

surprised you?

You publically praised a direct report (or someone more junior) for expressing a contrasting point of

view to yours?

People shared information with you which they definitely do not want to be shared any further?

People thanked you for understanding them?

© Mind Gym

Where ‘unconscious bias’ fits

The facts:

We

are all susceptible to unconscious

biases

The

effects are very significant

Unconscious biases are notoriously difficult to changeThe most proven tool to mitigate unconscious bias is ‘counter-stereotyping

’This is difficult to apply in a corporate environment (though we do give it a go)

Lai et al. (2014).20© Mind Gym

Meal break

Meal break

Justice for all?

21

Favorable

rulings by parole boards %

15

101520

2530

20406080Number of cases heard that daySource: Danziger et al. (2011) Extraneous factors in judicial decisions PNAS, April 26.2011, vol. 1081,100 judicial rulings made by eight parole judges

© Mind Gym

Warmth and competence

22

Warm

CollaborativeCompetentHigh status

ColdCompetitiveIncompetentLow status

© Mind Gym

Who do we react this way to?

23

Admiration

Contempt

Resentment

Pity

Competent

Incompetent

Warm

Cold© Mind Gym

What this reaction shows up as…

24

Admiration

Contempt

Resentment

Pity

Competent

Incompetent

Warm

ColdLeads to favoringLeads to helpingLeads to discriminatingLeads to hindering© Mind Gym

One of us | © Mind Gym

25

How microaggressions

can erode your culture

Sarah recalled her

mentor’s advice about networking, so when

she

was at a company event and saw

her

colleagues talking to the vice-president,

she

walked over to introduce

herself

. The VP

responded

, “thanks, I’ll take another white wine please.”

Sarah was stunned as she realized

the VP had mistaken

her for

a

waitress and her colleagues hadn’t said anything.

Inclusive behaviors

26

Value

Protect

Bridge

Acknowledge someone for who they really are and make them feel appreciated for it

Bring people together when their differences are pulling them apart

Step in to support people when they’re at risk of being excluded

© Mind Gym

The most effective

solutions

consist of

a continuous cycle of discovery with three stages.Making change stick

27

Participate

Discover new

tools

and

techniques, often

in a bite-sized workshop

Engage

Get excited

about

what

there

is

to

discover

Activate

Try out new

discoveries

and

report

on

what

happened

© Mind Gym

Participate:

Putting the bite into

bitesize

New products designed specifically to build

inclusion (all with engagement and activation tools):

2 Go larges3 WorkoutsHalf day event immersion session

Awareness

Behavior

Appreciate people

Fairer decisions

Make connections

Leading

inclusivity

One of us

The inclusion

ingredient

One of us?

The inclusion solution

Ryan Boughan

Vice President, Mind Gym Inc.