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Diversity & Inclusion. LL577: Design & Delivery of Training Lewis University. Agenda. The following presentation serves to open our minds about the impact of diversity and inclusion on the design and delivery of training.
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Diversity & Inclusion LL577: Design & Delivery of Training Lewis University
Agenda • The following presentation serves to open our minds about the impact of diversity and inclusion on the design and delivery of training. • Some of the pages offer ideas for you as a facilitator, while other pages inform you as to current trends/models on the topic.
Ground Rules • What are some practices we want to honor today to help each of us do our best work and thinking? • Be open and curious • Believe in good intent • Lean into some discomfort • [others]
“Diversity is the mix. Inclusion is what makes the mix work.” • Andres Tapia President, Diversity Best Practices
Activity – Part I • Reflect on a time when you did not feel valued or accepted for who you are (at work, home, anywhere) • Describe how that felt. • What was happening around you that contributed to this? • What impact did it have on your work, relationship, etc.?
Activity – Part II • Reflect on a time when you felt fully valued and accepted (at work, home, anywhere) • Describe how that felt. • What was happening around you that contributed to this? • What impact did it have on your work, relationship, etc.?
Impact of Diversity & Inclusion on Team Performance Diverse and Inclusive Teams Diverse and Exclusive Teams Non-Diverse Teams • Leader acknowledges and supports difference • Difference is an asset to performance • Leader ignores or suppresses difference • Difference is an obstacle to performance + + + + Average Performance + + + + Lower Performance Higher Performance Reference: Adler, N. J. International Dimensions of Organizational Behavior. 4th ed. Cincinnati, OH: South-Western, 2002. C, Milton J. Bennett 2008 6 10
Creating a Diverse & Inclusive Environment • Assume difference first – be curious and accepting of others differences and create an environment that does as well. • Ground rules – engage group so they can help create a safe, inclusive environment • Getting to know you icebreakers • Know your audience – if you can, understand the mix you have (factor in different approaches to meet people where they are at) • Archetypes vs Stereotypes
DIN Model First describe the behaviors and actions you see. Be careful not to let your personal judgments influence what you observe. • In a cross-cultural situation, be aware of culturally influenced interpretations of the behaviors that take place in another culture. Try to interpret the behaviors and actions from two perspectives: • From your perspective, based on your cultural background and values. • From the perspective on the culture you are observing. You can do this by finding out more about the other culture and what motivates their behavior. Once you feel you have a pretty good understanding of the behaviors and actions you just observed, begin to think through ways to navigate the situation effectively! 14 12
cul·ture/ˈkəlCHər/ Culture Behavioral interpretation of how a community lives out its values in order to survive and thrive Values Personal and group beliefs of what is right and wrong • What is culture? • Does everyone have a culture? 13
Hofstede’s Cultural Dimensions Archetype is a universally understood symbol or term upon which the others are emulated. Stereotype is a type of belief that is triggered by prior assumptions.
