Dr Jennifer Whelan Driving Diversity: Developing more inclusive - - PowerPoint PPT Presentation

Dr Jennifer Whelan

Driving Diversity: Developing more inclusive organisations

Voice Project November 2016 Breakfast Series

www.voiceproject.com E: enquiries@voiceproject.com

why does diversity and inclusion drive performance?

understanding the real business case

page 02

the shifting world

• f work

page 03 empowerment through tech

meaning and motivation matter

(over-) abundant data

collaboration not command and control

larger more complex structures

flatter hierarchies automation of knowledge work

faster paced

knowledge is networked

shared responsibility collective intelligence is key

global village

change is the only constant

diversity or inclusion?

page 04

diversity

the mix

inclusion

making the mix work

inherent

demographic group

leadership

self-aware, curious, agile

acquired

experience, perspective, skills

culture

belonging and uniqueness

the business case

page 05

earnings share price competitiveness innovation

good for the bottom line

happier healthier engaged committed

good for people

it’s exponential.

difference makes us smarter we all perform better in the presence of visible difference

why diversity makes us smarter

page 07

problem-solving

social learning increases our cognitive toolkit

collaboration

more questions more answers more information

innovation

we think harder we persist longer we innovate more

if, and only if, the culture values difference

page 08

difference

is an asset, not an obstacle

complementarity

is as important as fit

safe

to speak up & stand out

divergent

views are deliberately sought

the exclusionary default

page 09

why is inclusion challenging?

unconscious thinking is exclusionary by design

superficial patterns & routines gut reactions, generalisations no fact-check or validation faster than logic 90% of the work

highly error-prone

common types of unconscious bias

page 011

similarity bias confirmation bias stereotypes groupthink

generalisations = simplicity & efficiency the familiar = comfort & reassurance seeing expectations = security & confidence consensus = acceptance & harmony

so then how do we…?

012

stay open to new ideas from different people? sit with ambiguity and experiment with new solutions? challenge conventions and

• ld habits?

flex and adapt to new realities?

how can leaders drive inclusion?

page 013

leading more inclusively

inclusion for leaders

page 014

• 3. inclusive

nudges

small process changes to embed inclusive practices normal attention & awareness training and objectivity “hacks” to manage biases

• 2. cognitive

training

developing a richer perspective on your

• wn and other’s

experience

• 1. identity

awareness

behavioural design for organisations

page 015

watch your language

language primes our attitudes and behaviour

reward the right behaviour

train, measure and reward inclusive behaviours

make objectivity easier

blind processes, data & algorithms, objective metrics

questions?