Learning Outcomes Explore and reflect on ethnocentrism and how it - - PowerPoint PPT Presentation

Seeking Solutions to Our Own

Ethnocentrism: Addressing the My- Approach-Is-Better-Than-Your-Approach D&I Contest

The Forum on Workplace Inclusion April 17, 2019

By Julie O’Mara with Panelists: Steve Hanamura, Melanie Harrington, Dr. Niru Kumar, Nene Molefi, and Duncan Smith

Learning Outcomes

• Explore and reflect on ethnocentrism and how it

negatively impacts our own behavior and the D&I profession.

• Develop actions to support and collaborate with all

D&I approaches; dig deep to eliminate the conflicts among approaches.

• Apply this learning to other silos and ethnocentric

behaviors in your organization.

Agenda

• Learning Outcomes and Agenda
• Coffee Shop Drama
• A few words about Ethnocentrism
• Approach Group Discussions and Reports
• Actions to Eliminate Conflicts Among Approaches

and Promote Collaboration

Panelist

Steve Hanamura Acting in the role of THE DIGNITY APPROACH

Panelist

Melanie Harrington Acting in the role of THE COMPLIANCE APPROACH

Panelist

• Dr. Niru Kumar

Acting in the role of THE SOCIAL JUSTICE APPROACH

Panelist

Nene Molefi Acting in the role of THE ORGANIZATION DEVELOPMENT APPROACH

Panelist

Duncan Smith Acting in the role of THE COMPETENCE APPROACH

ETHNOCENTRISM “Thinking one’s own ways are superior to others”

Approaches to Diversity & Inclusion Competence

Improving Skill, Knowledge, and Ability

Compliance

Complying with Laws and Regulations

Social Justice

Treating People Equitably and Ethically

Dignity

Affirming the Value and Interconnectedness

• f Every Person

Organization Development

Improving Organizational Performance

COMPETENCE: IMPROVING SKILLS, KNOWLEDGE, AND ABILITY

This approach focuses on increasing the competence of individuals and organizations to interact effectively in the context of many similarities and differences. Measures of success align with demonstrated competence. Terms sometimes used when describing this approach:

Competence

Improving Skill, Knowledge, and Ability

• Awareness
• Bias reduction

(conscious and unconscious)

• Cultural competence
• D&I skills training
• Intercultural communications
• Multicultural education

COMPLIANCE: COMPLYING WITH LAWS AND REGULATIONS

Most organizational and societal entities have laws, rules, codes, guidelines, norms, and the like that indicate how people within and sometimes outside of those entities are expected and/or required to behave. Terms sometimes used when describing this approach:

Compliance

Complying with Laws and Regulations

• Affirmative action
• Employment equity
• Equal Opportunity
• Human Rights
• Regulatory
• Representation/targets/quotas

Dignity

Affirming the Value and Interconnectedness of Every Person

DIGNITY: AFFIRMING THE VALUE AND INTERCONNECTEDNESS OF EVERY PERSON

This section includes secular and religious perspectives that recognize the value and worth of every human being and

• ur interdependence.

Terms sometimes used when describing this approach:

• Cultural humility
• Mindfulness
• Right thing to do
• Spirituality
• Unity
• Values

ORGANIZATIONAL DEVELOPMENT: IMPROVING ORGANIZATIONAL PERFORMANCE

This approach is distinguished by the weighting of performance goals in determining which actions to take to

• ptimize personal and organizational performance.

Terms sometimes used when describing this approach:

Organizational Development

Improving Organizational Performance

• Business imperative
• Change management
• Culture change
• Leveraging diversity/differences
• Systems change
• Transformation

SOCIAL JUSTICE: TREATING PEOPLE EQUITABLY AND ETHICALLY

This approach is aimed at achieving justice and fairness, ultimately for everyone. Terms sometimes used when describing this approach:

Social Justice

Treating People Equitability and Ethically

• Equity
• Human rights
• Overcoming/dismantling
• ppression
• Restorative justice
• Social justice
• Social responsibility

Group Activity Instructions

• 1. What are the assets of that approach?
• 2. What are the potential liabilities of that

approach?

• 3. What will it take to better collaborate

with the other approaches?

Group Reports

• 1. What are the assets of that approach?
• 2. What are the potential liabilities of that

approach?

Group Reports

• 3. What will it take to better collaborate

with the other approaches?

Thank you to our actors … please do not type cast them to the role they played … here are their real jobs and contact information. All are versatile in their approach to D&I Work.

Steve Hanamura • Hanamura Consulting, Inc. • Beaverton, Oregon USA • hanamuras@integrity.com • + 503-297-8658 Melanie Harrington • Vibrant Pittsburgh • Pittsburgh, Pennsylvania USA • melanie@vibrantpittsburgh.org • + 412-281-8600

• Dr. Niru Kumar • Ask Insights • New Delhi, INDIA • drnirukumar123@gmail.com •

+ 91 98 718 21425 Nene Molefi • Mandate Molefi • Johannesburg, South Africa • nene@mandatemolefi.co.sa • + 27 11 728 9585 Duncan Smith • ADC Associates • Melbourne, AUSTRALIA • dsmith@adc- assoc.com • + 61-419-329-539 Patron: Julie O’Mara • The Centre for Global Inclusion • North Las Vegas, Nevada USA • Julie.omara@centreforglobalinclusion.org. • + 702-335-9959

For Notes following the discussion, go to www.centreforglobalinclusion.org and navigate to News

Use and Permissions

Global Diversity and Inclusion Benchmarks (GDIB) is distributed as a PDF document. Permission to use this tool will be granted at no cost by signing an agreement with the authors. To download the GDIB, for the Permissions Agreement, and additional tools and resources, go to: www.centreforglobalinclusion.org

Co-authors: Julie O’Mara Alan Richter + 1-702-541-8920 + 1-212-724-2833

julie@entreforglobalinclusion.org alanrichter@centreforglobalinclusion.org