Leading Diversity Discovering the Keys - PowerPoint Presentation

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Leading Diversity Discovering the Keys - PPT Presentation

to Inclusion John Fuller EdD Chief Diversity Educator Department of Veterans Affairs Examine VA Brand Trust ExternalInternal Workplace Factors Defining Diversity Inclusion Integrity ID: 744163

preferences diversity inclusion gay diversity preferences gay inclusion religious lgbt work leading don

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Slide1

Leading Diversity

Discovering the Keysto Inclusion

John Fuller, Ed.D.

Chief Diversity Educator

Department of Veterans AffairsSlide2

Examine

VA Brand, Trust External/Internal Workplace Factors

Defining

Diversity, Inclusion, IntegrityIdentify Incivility, Implicit Association, Personalities/Preferences Highlight Religion, LGBT, Generations

Keys to InclusionSlide3

3Slide4

Fallout

Branding Incidents ImpactSlide5

Leading Diversity

Culture of Trust

Straight Talk - No BS

Psychological Safety “Got your six” Slide6

External Workplace Factors

Work life out of balance

Financial, family, marital, medical issues 33% making ends meet Morning/evening commute

Slide7

Road Rage to Desk Rage

“The Texter” generates the most fury

“The Tailgater” narrowly edging out

“The Left Lane Hog”, “The Crawler”, and the “Multi-Tasker”

Nearly 7 in 10 Americans (69%) report having been “flipped off” only 17% have admitted to doing so themselves.

Expedia Road Rage Report, May 2015Slide8

Workplace Factors

Internal

Current supervisor/manager Recognition, career development Sound of Silence “Change the culture of the VA”

Repeating failed processes over and over again expecting different results defines…..WD-40

Slide9

Psychological Safety

Internal Factor

Employees are safe for interpersonal risk-taking

Ability recommend, debate without retaliationPeople think like lawyers versus scientists Civil conversations versus igniting confrontations

Slide10

Preferences

Pen and PaperSlide11

Identify a Challenge

Identify an interpersonal challenge you are facing (at work, home, etc.) e.g.:

Someone you “just don’t get”

Someone who “just doesn’t get you”Someone who frustrates you… and/or you frustrate themSomeone you just don’t “click” with…Slide12

Leading Diversity

Workplace EnvironmentsSlide13

What makes us who we are?

What factors color our perceptions of everything around us?Slide14

Primary Dimensions of DiversitySlide15

Secondary Dimensions of DiversitySlide16

Inclusion

Everyone counts

Everyone knows they count

Everyone knows they can count on each other Slide17

“Amazingly few people know how they get things done. Indeed, most of us do not even know that different people work and perform differently.

Too many people work in ways that are not their ways, and that almost guarantees nonperformance.

Like one's strengths, how one performs is unique. It is a matter of personality.”

Peter Drucker

Why Consider Personality?Slide18

Self Awareness

Option 1: The Enigma

“No one can put me in a box… I am too complex to be understood… so don’t even try…”Slide19

Self Awareness

Option 2: The Old Dog

“This is how I am. I’m not going to change. If you don’t like it, tough.”Slide20

Self Awareness

Option 3: The Open Book

“Let me tell you about myself…

My strengths and weaknesses…

Let’s consider how we might work best together

”Slide21

Preferences

Action

Talking

it through

Spoken communicationSharing thoughtsGroupsReflectionThinking it throughWritten communicationHolding thoughtsSolitude or a few close friends Where do you get energy?Slide22

Preferences

Order

Closure

Goals

Routine = EfficiencyPlanning

FlexibilityExplorationOptionsRoutine = BoredomBrainstormingHow do you engage with the world around you?Slide23

Preferences

Facts and details first

Pragmatic, practical

Predictability, realistic

Where’s the

data?How do you take in information?Ideas and “big picture”Imaginative, innovativePossibilitiesWhat’s the “story”?Slide24

Preferences

Logic

Data

Objective

Pro’s and con’s

EmotionPeoplePersonal, empathyInvolvedHow do you make decisions?Slide25

Branding’s ImportanceSlide26

Implicit Associations

Development

Exhibit 10% of ourselves

Conscious, easily changed and observable Traditions, customs, objective knowledge90% remains under the surface Difficult conversations never started Filtered facts, assumptions Unconscious preferencesSlide27

Implicit Association

How the brain reacts

Amygdale and prefrontal neo-cortex

Rostral Anterior Cingular Cortex Anterior insula and the anterior cingulate cortex Neuroplastic (adaptable) brain

Slide28

Perceptions

Interpretations

Preferences

Selective Attention

11 million pieces of information at any one time

40-50 piecesof information get absorbedSlide29

SLB

CFLTK

SPRND

HLMG

CFLTKSLBSPRNDSLBSPRNDHLMG

CFLTKHLMGSPRNDCFLTKSlide30

RED

GREEN

YELLOW

BLUE

GREEN

BROWNPURPLEYELLOWBLUEBROWNBROWN

BLUEYELLOWGREENREDSlide31

Leading Diversity

Integrity

Quality of being honest and having strong moral principles; moral uprightness

“…we must never forget that the highest appreciation is not to utter words, but to live by them.” John F. Kennedy“The time is always right to do the right thing.” Martin Luther King “Choose the harder right instead of the easier wrong.” Robert McDonald, VA SecretarySlide32

Unethical Behaviors

Eliminating dilemmas

Trusting your first reaction

Fraternization effects on the unit/facility Deliberate deceptionWaiting lists/Veteran claims not adjudicated but destroyedAshley Madison….Using positions for manipulating assignmentsTime theftSlide33

Leading Diversity

Strategy of Recognition

“Thank you, great job!” *Single most sustainable motivation at work *Bonuses get spent, titles get

old, a thank you lingers

*Janice Kaplan, The Gratitude Diaries, August 2015Slide34
Slide35

Incivility’s Impact

Rules of Civility and Decent Behavior in company and conversation

George Washington, 1748A..holes – A Theory Dr. Aaron James, New York Times BestsellerSlide36

Incivility

Jerks do these things

Disrupting meetings

Giving the silent treatmentRolling eyesCredit hogLeaving a jammed printer for someone else to fixDisparaging language or aggressive behaviorDisrupting cubicle behavior – long winded conversations or micromanagingSlide37

Incivility

Creating non-verbal e-mail wars or e-venting

“Sarcastic jokes” and teasing used as insults

Laser beam stare downs toward others Ignoring repeated requests to help others meet their job requirements Condescending attitude or anyone else’s fault but yours CyberbullingSlide38

Jerk Detector…

Brasshole Certification Survey

Answer True/False on all 20 questions

Count number of

True

answers

Write your total number of TRUE answers inside circle below on your survey.

Goodbadboss.comSlide39

Religious Awareness

CHRISTIANITY

HINDUISM

TAOISM

BAHAPI

BUDDHISM

JAINIBM

SHINTO

NATIVE

SPIRITUALITY

JUDAISM

SIKHISM

ISLAM

CONFUCIANISMSlide40

Respect for all life is the foundation.

" The Great Law of Peace”

Iroquois NationSlide41

Religion and Culture

Personal convictions and beliefs

Includes written laws, scriptures, writings, pronouncements

Bible, Koran, Vedas, Torah, Book of Mormon, Book of Shadows, Sutras, Bhagavad Gita Conduct, modesty, acceptance; tolerance with other beliefs or non believers/affiliatedSlide42

Religion and Culture

% of Millennials responded positively

of their perception of religious institutions18% dip since 2010First time that Millennial perceptions drop below that of older generationsOlder generations more likely to view religious groups positively 62% percent of Gen Xers 67% of Boomers

Religious discussions, stereotypes, differences, accommodationsSlide43

Changing Religious Demographics

US Muslims are projected to become the second-largest religious group in the U.S., after Christians by 2040

Faster population growth than Jewish or Hindu faiths

By 2050, the American Muslim population is projected to reach 8.1 million people1% increasing to 2.1% of the total population driven by birth rates compared to other religionsPew Research Center Study, January 6, 2016Slide44

What If . . .

I have moral or religious concerns?

No expectation to change beliefs

Loma Linda, CA Do not have to embrace to tolerate Two-way street; acknowledgement of differences Supreme Court decision on Gay marriageSlide45

LGBT

Lesbian, Gay, Bi-Sexual, Transgender

Sexual Orientation - an individual's enduring physical, romantic and/or emotional attraction to another person

Use preferred pronouns of individuals, i.e.Gay, Lesbian, Bi, Transgender Woman/Man Historically derogatory (reclaimed) pronounsSlide46

USA LGBT Population

Estimated 9 million LGBT Americans

Estimate of approximately 1 million Veterans3.5% USA Adults identify as Lesbian, Gay, Bisexual0.3% as transgender

http://williamsinstitute.law.ucla.edu/ Slide47

*DoD: LGBT will be given same equal opportunity procedures for complaints

All 50 States and DC

have legal gay marriage

40% Americans still oppose gay marriage 62% of VHA providers do not ask Nine times the average of suicide attempts – 36%

LGBT Attitudes and PoliciesSlide48

Transgender Awareness

Gender Identity - One's internal, deeply held sense of one's gender

Gender identity and sexual orientation are not the sameMay be straight, lesbian, gay, or bisexual. For example, a person who medically transitions from male to female and is attracted solely to men would identify as a straight woman.Slide49

LGBT Terms

Coming Out (

ing

) Closeted Two-SpiritDrag PerformersGender Expression

FTM

MTFTransitioning Questioning GaySlide50

Generational Awareness

Commitment to the VA Future

From Typing to Texting

Letters to EmailsSlide51

Generations

Traditionalist

Baby BoomerGeneration XMillennial1927 –19451946 –1964

1965 – 19801981 – 2000 Greatest GenerationMaturesSilent GenerationVeteransBoomers

Baby BustGen XXersDigital GenerationEcho BoomersGeneration EGeneration YNextersN-GensNet GenerationSlide52

Percent Onboard

Age Group

% Onboard

0-200.13

21-250.6726-30

5.6531-359.6836-4010.8941-4512.2346-5013.3151-5514.1156-6018.15

61-6510.3566-703.9071+0.94Slide53

Retirement Eligible

Retire

# Empl

% Elig201691

12.60201711415.79201814019.39201916522.85202019827.42

202123732.83202226436.57202328339.20Slide54

Century Realities

Millennials Demographic shift – 40% African American, Latino, Asian or racially-mixedMore accepting of wide range of diversity 9 in 10 take part in Christmas but only 40% consider it religious 26% Millennials live with Parent(s)19% live in povertyMore move out of cities than move inSlide55

Generational Stereotypes

Loyalty, Gratitude, Fortitude. They’re dead, man.

You might want to get prepared to laugh the first time one of your young subordinates tells you he intends to work a mere 40 hours a week so he can go scuba diving.

We are dealing with a lot of tender little egos. They have to be told they’re loved quite frequently. They are less respectful of authority

Resents us because we feel they have no experience They leave jobs they don’t like We don’t know who we are hiring

Generation XGeneration X

BoomersSlide56

The young have superior notions, because they have not been humbled by life, they feel they have superior ideas.

Aristotle (384- 322 BC)

Book II, 1389.a31

Wisdom from the AgesSlide57

Examined

VA Brand, Trust External/Internal Workplace Factors

Defined

Diversity, Inclusion, IntegrityIdentified Incivility, Personality/Preferences Implicit Association Highlighted Religion, LGBT, Generations