tag:blogger.com,1999:blog-88654346593090323042024-03-20T01:28:11.867-07:00Nita Sharma's: D&I Thoughts & Perspectives Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.comBlogger12125tag:blogger.com,1999:blog-8865434659309032304.post-78191132363081834282015-10-29T11:08:00.000-07:002015-10-29T11:08:10.372-07:00Has W H Smith missed a trick?<span style="font-family: "Trebuchet MS",sans-serif;">Yesterday my husband went into our local W H Smith in Multi-cultural
Ealing in search of Diwali cards and having not found any he asked the
shop assistant where he could find one in the store. The shop
assistant's response was that they don't stock Diwali cards and when he
asked why, her response was “We don't even keep cards for St Georges
day”. Clearly, there is some confusion in the shop assistant's mind as
to what Diwali is and to align to St George's day beggar's belief! What
is clear though is that whoever is responsible for customer services
training and product lines within W H Smith have failed to communicate
the importance of the Hindu festival, Diwali and furthermore at least at
a minimum level W H Smith have also failed to make their customer
support people sensitive in responding to what is being asked of them
from a customer. One can only assume that W H Smith has not heard of or
chooses not to operate on the principle of the 'Platinum rule' in
customer services!</span>Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-29895832969413014442015-08-06T23:49:00.002-07:002015-08-06T23:49:50.416-07:00Can Inclusion thrive in a toxic environment? <style>
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<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: "Gill Sans MT"; mso-bidi-font-family: Arial;">Often, at the end of running an unconscious bias workshop
I share with the participants this quote from Maya Angelou<i style="mso-bidi-font-style: normal;"> “People will forget what you said. People will forget what you did,
but people will never forget how you made them feel”. </i>For me this captures
of essence of what<i style="mso-bidi-font-style: normal;"> </i>inclusion is all
about. I believe it is about how we show up in our behaviour towards others,
how we relate to them and accept them irrespective of any differences there
might be. </span></span></div>
<div class="MsoNormal" style="line-height: 150%; margin-top: 12.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: #244061; font-family: "Gill Sans MT"; mso-bidi-font-family: Arial; mso-themecolor: accent1; mso-themeshade: 128;">Y</span><span style="font-family: "Gill Sans MT"; mso-bidi-font-family: Arial;">et
I wonder how conscious people are about their everyday workplace behaviours
that might lead to an unintended impact of someone feeling excluded or where someone
feels discounted or disrespected. For me, inclusion work is about creating </span><span style="font-family: "Gill Sans MT"; mso-bidi-font-family: Arial; mso-fareast-language: EN-GB;">organisations which enable individuals to feel engaged, respected and
connected through the richness of ideas, backgrounds and perspectives. This
sounds simple and easy to say yet the reality in organisations is often <span style="color: #244061; mso-themecolor: accent1; mso-themeshade: 128;">very</span> different.
What makes creating inclusion so hard to achieve? <span style="mso-spacerun: yes;"> </span>There are many reasons, for example it could
be due to <span style="color: #244061; mso-themecolor: accent1; mso-themeshade: 128;">the </span>unintended impact of bias or ‘insider-outsider’ dynamics, where
those with power who are usually the insiders, have little understanding and
awareness of what needs to be addressed in order to create inclusion. In a
recent experience with a client organisation <span style="color: #244061; mso-themecolor: accent1; mso-themeshade: 128;">it </span>became obvious that senior
leaders were not respecting of others and that this fostered a toxic climate of
mistrust, which was then hindering the inclusion work. What is clear is that if
individuals in organisations are serious about embedding inclusion, then
practicing inclusion and moving beyond a simple intellectual understanding,
over time the benefits of inclusion can begin to show up. Willingness to self-examine,
self-audit and be intentional in exploring inclusion from the levels of
individual day to day behaviours can help to bring about a change and make the
organisation move towards being more inclusive. When inclusion becomes part of
a systemic change </span><span style="font-family: "Gill Sans MT"; mso-bidi-font-family: "Segoe UI Semilight";">that values differences, harnesses mutual respect and is
a place where everyone has the opportunity to develop and be recognised for
their personal skills and talents, then inclusion can move from being a mere
aspiration to a reality over time. </span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: "Gill Sans MT"; mso-bidi-font-family: "Segoe UI Semilight";">Find out in the next article how I am
helping organisations to do this or call me if you want to discuss this subject
further.</span></span></div>
<span style="font-family: "Gill Sans MT"; mso-bidi-font-family: "Segoe UI Semilight";"></span>Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-82270966720524292982015-06-24T07:19:00.003-07:002015-06-24T07:19:43.064-07:00Is there unconscious bias operating at the British Film Institute (BFI)?
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Despite
the critical and commercial success of “Dear White people” both in the U.S and
at the <i style="mso-bidi-font-style: normal;">Sundance Festival,</i> a film by a
first time director Justine Simien, one would imagine that distributors would
be knocking on the director’s door to get it out to the public. However in the UK,
the film will not be shown in cinemas but will instead be going straight to DVD
and Netflix. The reason being that the film failed to get the support from the
BFI to get it distributed, not to the Multiplex cinemas but to the independent cinemas.
Ben Robertson, a spokesperson for the BFI gave some rational reasons as to why
it would not support it including such factors as; audience development in the
UK, core audience being black and not getting the bookings from the Multiplex
cinemas etc. None of these rational reasons when challenged hold up. What
really appears to be the case is that, currently the BFI has very little
experience of dealing with black distributors so perhaps they don’t know what
they don’t know. Secondly, in all probability, it is likely that the processes
and criteria’s BFI use to make their decisions has unintended systemic bias,
the impact of which leads to exclusion of films which otherwise would be worthy
of their support. Perhaps the decision makers at the BFI need to think about
how they are applying the funding which they receive from the lottery money and
become aware of where there might be unconscious bias despite their best intentions. </div>
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<br /></div>
Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-88947441989304177202015-05-19T02:31:00.001-07:002015-05-19T02:31:08.799-07:00Is it Chelsea Bias Show?
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<h2>
</h2>
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On Saturday afternoon, listening to Radio 4 PM programme, my
attention was caught on the reporting about the Chelsea Flower Show, where this
year out of its 15 top spots for the gardens designs displays only 2 are represented
by women. According to some this is a recurring pattern that takes place every
year at the Chelsea Flower Show. In response to this criticism the Royal
Horticultural Society (RHS) put out a statement saying that their judging
process is non-sexist and that women have won ‘Gold’ medals. Surely such a
criticism cannot be a new revelation to the RHS.<span style="mso-spacerun: yes;"> </span>I guess I would question how does the RHS
know that its selection process is non-sexist? <span style="mso-spacerun: yes;"> </span>The RHS is indeed a prestigious institution. However,
despite this, it may be failing to address aspects of unintended bias taking
place in their decision making process. It is not a coincidence that the majority
of the judging panel for the top 15 spots are men and it may be possible that affinity
bias is occurring? After all like attracts like and we are more comfortable
with those around us who share our experiences. Whilst the judging panel may
think that they are operating a non-sexist process how do they know that their
decision making processes are not leading to unintended bias in regards to
gender?</div>
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<br /></div>
<div class="MsoNormal">
It could also be argued that at the Chelsea Flower Show there
is possibly confirmation bias through prejudice taking place where men are perceived
to have a higher potential to get ‘gold’ than women. This practice may not be overt
but subtle and rational. <span style="mso-spacerun: yes;"> </span>What does the
evidence support?</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Then there is systemic bias where different standards are
applied when comparing men and women. The RHS could take a leaf out of the exercise
in the 1970s and 1980’s where virtually all musicians in major symphony
orchestras were male until blind auditions were implemented which led to
increasing the number of talented female musicians being hired. The RHS could
well do with looking at the processes of how they select, make decisions and
even the role sponsors play in maintaining a gender bias at the Chelsea Flower
Show. </div>
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<br /></div>
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In 2015 many corporation in the UK are changing their
practices of how they recruit talented women as board members, in senior roles
and create inclusive environments that are diverse. Perhaps the Chelsea Flower
Show could take some different actions if it wants to show up differently in
years to come and be more aligned to the modern world.<span style="mso-spacerun: yes;"> </span>I personally would very much look forward to
this.</div>
Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-13211703980517533162015-04-16T01:31:00.002-07:002015-04-16T01:31:19.652-07:00Is it all about cricket? - The Landscape of Diversity
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<em><b><span style="font-family: "Trebuchet MS"; font-size: 14.0pt; font-style: normal; mso-bidi-font-style: italic;"><br /></span></b></em></div>
<div style="text-align: justify; text-justify: inter-ideograph;">
<em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; font-style: normal; mso-bidi-font-style: italic; mso-bidi-font-weight: bold;">A survey</span></em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"> </span><em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; font-style: normal; mso-bidi-font-style: italic; mso-bidi-font-weight: bold;">carried
out by England</span></em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"> and Wales Cricket Board </span><em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; font-style: normal; mso-bidi-font-style: italic; mso-bidi-font-weight: bold;">has highlighted that </span></em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">in its first-team county cricket in 2014, only </span><em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; font-style: normal; mso-bidi-font-style: italic; mso-bidi-font-weight: bold;">6.2% is represented by people
from a South Asian background, </span></em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">whilst </span><em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; font-style: normal; mso-bidi-font-style: italic; mso-bidi-font-weight: bold;">over 30% of that group took part in
cricket at the grass root levels. Furthermore, of</span></em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"> the 18 first-class counties, five did not have any players from
Asian backgrounds in their team this summer.</span></div>
<div style="text-align: justify; text-justify: inter-ideograph;">
<br /></div>
<div style="text-align: justify; text-justify: inter-ideograph;">
<em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; font-style: normal; mso-bidi-font-style: italic; mso-bidi-font-weight: bold;">Whilst it maybe that some
cultural issues could be at play such as “</span></em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">many
parents within that culture believe that business, finance or medicine are the
types of career they prefer their children to pursue,”</span><em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; font-style: normal; mso-bidi-font-style: italic; mso-bidi-font-weight: bold;"> I would seriously contest that
this, or any other cultural reasons are enough of a reason to cause the 6.2%
difference. After all if they were to look outside the cricket arena, similar
and parallel patterns would also emerge in other environments such as banking,
insurance, large retail and so on. </span></em></div>
<div style="text-align: justify; text-justify: inter-ideograph;">
<em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; font-style: normal; mso-bidi-font-style: italic; mso-bidi-font-weight: bold;"><a href="http://www.nitasharma.com/"></a><br /></span></em></div>
<div style="text-align: justify; text-justify: inter-ideograph;">
<em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; font-style: normal; mso-bidi-font-style: italic; mso-bidi-font-weight: bold;">What is more important is how
will the </span></em><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">England and Wales Cricket Board and the
ECB address this shortcoming? Central to its strategy, the England and Wales
Cricket Board and the clubs need to look at what are some of the unconscious
biases, individually and organisationally present.</span><span style="font-family: "Trebuchet MS"; mso-fareast-font-family: "Times New Roman";"> </span><span style="font-family: "Trebuchet MS"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">We all know that we prefer someone from a similar background
to ourselves and unwittingly favours certain types of people based on
upbringing, experience and values. What are some of the unconscious bias involved
in the way people make decisions as to who is talented, who should have access
and who can represent their club. The cricket board and ECB can draw from and
learn lessons from the corporate environment which for many years has tried to tackle
similar issues. A key factor to the cricket board success lies, not only taking
strategic actions but also supporting these actions through behavioural
awareness of the unintended impact of unconscious biases and findings ways to
minimise and reduce them - thus leading to different outcomes. </span></div>
<div class="MsoNormal">
<br /></div>
Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-47172108257014143842015-03-27T07:31:00.001-07:002015-03-27T07:53:04.989-07:00Hilary Clinton - The Power of Women<style>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">I accidentally came across this documentary
and within second I was hooked watching women from different parts of the worlds
using their power, vision and passion to make a difference to the lives of
women - small and large. A few days on I still feel so inspired and connected with what these women have
achieved and continue to achieve which is to give women a voice, to empower them and create options. Even in places like United Nation where women are still grossly under represented these women still continue the challenge for women to have a voice on what most affects and impacts on them. What I really like about these
women is that they seem so humble, uncompromising and despite the cost to themselves continue to pursue and make better the lives of women in the world. I can truly say that for the first time in my life I have found role models who are inspirational, authentic. generous and most of all ground breaking in what they are doing even though progress has been slow. The questions that comes to my mind is that why can't men in position of power see the plight of women in certain parts of the world and why can't they stand up and say "this is not good enough" Or is it simply that they do not see/notice things because of their unconscious bias.</span><br />
<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><br /></span>
<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">I am left with a question which is will take another 20 years to see significant changes? I hope not!</span></div>
Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-65653435435735021172015-02-07T22:35:00.004-08:002015-02-07T22:35:41.289-08:00The landscape of Diversity and Inclusion - Unconscious Bias and Role of Leaders<style>
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<span style="font-family: "Trebuchet MS",sans-serif;"><b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">HOW UNCONSCIOUS BIAS HOLDS LEADERS BACK </span></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">Unconscious bias can be subtle and sometimes
even hard to spot unless leaders question and explore their own decision-making
processes. For example when a leader picks a team member to work on a
prestigious assignment with a client, their default place may be to select
someone who is familiar to them, have rapport with and are unquestioning of why
they feel ‘comfortable’ with a particular person. Leaders may not be aware that
their decision is based on their ‘affinity bias’ (</span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS"; mso-ansi-language: EN-US;">hiring
and promoting in our own image)</span><span style="color: black; font-family: "Trebuchet MS"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"> where like attracts like. This can be seen
throughout the whole employee cycle and often goes undetected where leaders
make decisions based on their unconscious preferences. </span>A study carried out by business
psychologists Pearn Kandola*, looking at the associations between senior and
junior positions, and men and women: found a bias towards associating men with
senior jobs and women with junior ones. This bias was as true of the women in
the sample as of the men*.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">Leaders can often make decisions based on
beliefs both positive and negative that they already hold albeit unconsciously.
Imagine if a leader held a view that women are nurturers. How would they manage
a strong woman who reported to them? Will she be perceived as aggressive and asked
to tone down her ambitions? Would her eventual frustration in her role
reinforce the leaders’ stereotype of her that she is after all ‘aggressive’?
Unless leaders become aware of their own confirmation bias and begin to
recognise how unconscious bias is running the show.</span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">The impact of this is that leaders may not be
using all the talent that is available in their teams in the most optimum ways,
which can lead to people being disengaged with what they are doing, lacking in
motivation, which in turn affects business productivity. </span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; tab-stops: 11.0pt 36.0pt; text-align: justify; text-autospace: none;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Unconscious
bias is not just about the individual leaders in the organisation.</span><span style="color: black; font-family: "Trebuchet MS"; font-size: 15.0pt; mso-ansi-language: EN-US; mso-bidi-font-family: Times; mso-themecolor: text1;"> </span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS"; mso-ansi-language: EN-US; mso-bidi-font-family: Times; mso-themecolor: text1;">Unconscious
organisational patterns, or “norms” of behaviours, exert an enormous influence
over organizational decisions, choices, and behaviours.</span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS"; font-size: 15.0pt; mso-ansi-language: EN-US; mso-bidi-font-family: Times; mso-themecolor: text1;"> </span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS"; mso-ansi-language: EN-US; mso-bidi-font-family: Times; mso-themecolor: text1;">At the organizational
level unconscious bias tends to perpetuate the status quo and old patterns and
values, and which can justify why things are the way they are.</span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS"; font-size: 15.0pt; mso-ansi-language: EN-US; mso-bidi-font-family: Times; mso-themecolor: text1;"> </span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS"; mso-ansi-language: EN-US; mso-bidi-font-family: Times; mso-themecolor: text1;">For example talent
management systems may not appear to be overtly discriminatory, however research
shows that they are vulnerable to interpretation and advantage a narrow view of
talent. Some talent frameworks, particularly in leadership, commonly include
masculine stereotypes when characterising senior leaders, meaning that
masculine norms are embedded in the system. So, whatever bias exists at the top
of an organisation is institutionalized by talent management systems and
cascaded down to lower levels.<span style="mso-text-raise: 4.0pt; position: relative; top: -4.0pt;"> </span>This means that even when minority groups comply
with explicit and implicit career development pathways, they are likely to
experience disparate outcomes. Research shows that while women and individuals
from different cultures do ‘all the right things’ to get promoted, including
gaining experience, being networked and blurring work/life boundaries, they are
still likely to advance to a lower level than their white male counterparts and
have slower pay growth.</span></span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; tab-stops: 11.0pt 36.0pt; text-align: justify; text-autospace: none;">
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">WHERE DO LEADERS NEED TO FOCUS?</span></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS"; mso-ansi-language: EN-US; mso-bidi-font-family: Times; mso-themecolor: text1;">To begin to embed diversity and
create inclusivity, leaders need to begin to understand their unconscious
biases, both within the context of personal and organisational perspective and
how this impacts in the way they engage, manage and interactions with others.
Along with this, leaders need to articulate to others on how D&I in central
to their businesses, an important part of managing and growing talent - a
benefit for everyone irrespective of where they are in the organisation. This
requires leaders to act, champion authentically diversity issues and to
challenge cultural ‘norm’ of this is how we do things around here thus creating
different realities in multinational organizations. </span><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">For
multinational organisations to make continuous progress and embed diversity and
inclusion - raising awareness of unconscious bias </span>and its impact on behaviour and decisions is
a key step. However, awareness in itself is inadequate unless it is supported
and backed up by intentional plans that are practical and self-sustaining and
are underpinned by high quality policies and practices.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">WHAT DO LEADERS NEED TO DO TO ADDRESS THIS? </span></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<ul>
<li><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Do a diagnostic to get a snapshot of where
the organisation is in relation to D&I, its readiness and climate for
embracing an intervention of this type.</span></span></li>
<li><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Create a short and long term vision of where
the organisation wants to be and how it </span><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">will measure its success.</span></span></li>
<li><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Decide on the appropriate level of
intervention – what is the right solution mix of policies, procedures, workshops,
coaching etc.</span></span></li>
<li><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Train and support work on raising awareness
on unconscious bias with practical solutions that can be integrated back into
the workplace.</span></span></li>
<li><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Offer coaching to leaders as a part of their
development in unconscious bias.</span></span></li>
<li><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Create different communication channels that
expose hidden bias, with shared stories and a platform for discussing
unconscious bias in informal settings.</span></span></li>
<li><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Establish D&I champions to act as role
models for sustainability of the interventions.</span></span></li>
<li><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Examine the leadership framework to ensure
D&I is an integral part of leadership development.</span></span></li>
<li><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Examine
policies, practices and processes that can lead to organisational unconscious
bias. </span></span></li>
<li><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">Set up milestones to analyse the D&I
interventions and the impact this has had on the organisation.</span></span></li>
</ul>
</div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;">The above steps are the beginning of a longer
journey towards both making the workplace fairer and inclusive whilst at the
same time, making better business.</span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;"> </span></span><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;"> <style><!--
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<span style="color: black; font-family: Symbol; font-size: 9.0pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text1;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> <b><span style="font-size: xx-small;"><i> </i></span></b></span></span></span><b><span style="font-size: xx-small;"><i><span style="font-family: "Trebuchet MS"; line-height: 115%;">Kandola, Binna. The value
of Differences: Eliminating Bias in Organisations</span></i></span></b><b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Trebuchet MS"; font-size: 9.0pt; line-height: 115%; mso-themecolor: text1;"></span></b></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; mso-themecolor: text1;"> </span></span></div>
Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-4543814452989220252015-02-03T03:03:00.001-08:002015-02-03T03:03:13.893-08:00<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">A recent article written by Mckinsey on their latest research on 'Why Diversity Matters' points out that more committment to diverse leadership certainly leads to attraction of
</span></span><style>
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</style><span style="font-family: "Trebuchet MS"; font-size: 10.0pt; mso-ansi-language: EN-GB; mso-bidi-font-family: "Times New Roman"; mso-bidi-language: AR-SA; mso-fareast-font-family: "MS 明朝"; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-fareast;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">top talent,improvement customer
orientation, greater employee satisfaction and decision making.This all impacts on the bottom line! This short article makes compelling reading and despite the progress made in diversity and inclusion many organisations still have a long way to go to completely embedding it in their organisations. If you want read more about this, follow the link :</span></span></span><br />
<br />
<span style="font-family: "Trebuchet MS"; font-size: 10.0pt; mso-ansi-language: EN-GB; mso-bidi-font-family: "Times New Roman"; mso-bidi-language: AR-SA; mso-fareast-font-family: "MS 明朝"; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-fareast;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"> </span></span><b><u>http://www.mckinsey.com/Insights/Organization/Why_diversity_matters</u></b></span><br />
<span style="font-family: "Trebuchet MS"; font-size: 10.0pt; mso-ansi-language: EN-GB; mso-bidi-font-family: "Times New Roman"; mso-bidi-language: AR-SA; mso-fareast-font-family: "MS 明朝"; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-fareast;"><b><u></u></b></span><br />
<div class="separator" style="clear: both; text-align: center;">
<b><u><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhK507A1m7G7CRz1rBlHcqgJj3nRYlCFHihTjYVxXmZrakqzm12NxlRhqB-q5JDt21vB2WvmuIltrI2BJQrQ_5sXAhXk7MDQXeBbpOlXP4qOzMO0yBvAMmmelcC19cZau9P7GrLEmGwY4YL/s1600/image001.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhK507A1m7G7CRz1rBlHcqgJj3nRYlCFHihTjYVxXmZrakqzm12NxlRhqB-q5JDt21vB2WvmuIltrI2BJQrQ_5sXAhXk7MDQXeBbpOlXP4qOzMO0yBvAMmmelcC19cZau9P7GrLEmGwY4YL/s1600/image001.jpg" height="200" width="200" /></a></u></b></div>
Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-34209586715238272122015-01-24T03:48:00.002-08:002015-01-24T03:48:34.528-08:00The Landscape of Diversity and Inclusion - Unconscious Bias In The Workplace
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<div class="MsoNormal" style="text-align: justify;">
<span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">The </span><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">demographic changes taking
place globally will require leaders to be more </span><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-themecolor: text1;">open-minded
and flexible in order to </span><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">attract
the next generation of prospective employees from a wider pool and from diverse
backgrounds. Furthermore, leaders may need to recognise that whilst the
environment works for them, others may not share their reality or experience
and thereby not be engaged with what they are doing. This matters as
disengagement impacts on productivity in the workplace. </span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-ansi-language: EN-US; mso-bidi-font-family: "Trebuchet MS"; mso-themecolor: text1;">Business
leaders, because of their unconscious bias, may not be able to see the
connection between their behaviours and their decision making. For example, who
gets to be employed in their teams or who is given mentoring or is assigned
prestigious projects. What’s more, these same leaders may not hold a vision on
how diversity and inclusion would add to their sustainability in the future. </span><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">However, the reality is that leaders working in multinational
organisations need to be equipped to meet the different challenges in their
environments, whether it is domestic or cross-border working. </span><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-ansi-language: EN-US; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><span style="mso-spacerun: yes;"> </span></span><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"></span></div>
<div style="text-align: justify;">
<span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">A
recent example at Google showed unconscious bias in their mobile video uploads.
The team that built the </span><a href="http://www.engadget.com/2013/01/25/youtube-capture-1080p-uploads-google-currents-update/"><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1; text-decoration: none; text-underline: none;">iOS YouTube App</span></a><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"> didn't consider left-handed users when it
added in mobile uploads, causing videos recorded in a left-handed person's view
of landscape to appear upside-down. Such an action is most certainly unintended
and unconscious by those developers who put the IOP YouTube App together.
Another example of the impact of unconscious bias on people’s decision making
in business was cited in a study of 1,250 employers* Dummy </span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-ansi-language: EN-US; mso-bidi-font-family: Times; mso-themecolor: text1;">résumés</span><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"> with typically
"white" names received 50% more interview call backs than those with
typically "black" names. What has become obvious is that the
unconscious perceptions of leaders can have a profound impact in the decisions
they make on the lives of others?</span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">In a multinational environment, if you want
to succeed, meet the bottom line and be innovative, leaders will need to begin
to look at their unconscious bias, human interactions, the ‘in-group’ and
‘out-group’ dynamics, * and how these create an inclusive environment as an
integral part of the way a leader manages those they work with. </span><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">Google have been open in recognising that they are not
where they want to be on diversity and inclusion and since 2013 have embarked
on seminars called ‘The science of Inclusion’ for all their employees. This
programme focusses on how unconscious bias occurs, and how eliminating
unconscious bias can foster an inclusive workplace environment.</span></div>
<div style="text-align: justify;">
<span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">So,
through training and development interventions, leaders can begin to challenge
these “limiting beliefs” enabling them to make new choices about how they run
their businesses and manage their people. </span></div>
<div class="MsoNormal" style="text-align: justify;">
<span lang="EN-US" style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-ansi-language: EN-US; mso-bidi-font-family: "Trebuchet MS"; mso-themecolor: text1;">In my next post I
will explore in more depth how unconscious bias holds leaders back and what to
do about it.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; mso-themecolor: text1;">References</span></b></div>
<div class="MsoListParagraphCxSpFirst" style="line-height: 115%; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="color: black; font-family: Symbol; font-size: 11.0pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text1;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; line-height: 115%; mso-themecolor: text1;">Banaji, Mahzarin &Greenwald, Anthony G. (2013) Blind
spot: Hidden Bias of Good people. Delacorte Press</span></div>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="color: black; font-family: Symbol; font-size: 11.0pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text1;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: "Trebuchet MS"; font-size: 11.0pt; line-height: 115%;">Wood, M,
Hales, J, Purdon, S, Sejersen, T & Hayllar,<span style="mso-spacerun: yes;">
</span>(2009) <i>and A test for racial discrimination in recruitment practices
in British cities: research report no 607</i>. Department for Work and
Pensions, London<b style="mso-bidi-font-weight: normal;"><span style="color: black; mso-themecolor: text1;"></span></b></span></div>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="color: black; font-family: Symbol; font-size: 11.0pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text1;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: "Trebuchet MS"; font-size: 11.0pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Dr Gordan Evian Brain
Revolution train your Brain to freedom </span><b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; line-height: 115%; mso-themecolor: text1;"></span></b></div>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="color: black; font-family: Symbol; font-size: 11.0pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text1;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: "Trebuchet MS"; font-size: 11.0pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Rock David Your Brain
at work (2009)</span><b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; line-height: 115%; mso-themecolor: text1;"></span></b></div>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="color: black; font-family: Symbol; font-size: 11.0pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text1;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: "Trebuchet MS"; font-size: 11.0pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Kahneman, Daniel –
Thinking fast and slow (2011)</span><b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; line-height: 115%; mso-themecolor: text1;"></span></b></div>
<div class="MsoListParagraphCxSpLast" style="line-height: 115%; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="color: black; font-family: Symbol; font-size: 11.0pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text1;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: "Trebuchet MS"; font-size: 11.0pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Kandola, Binna. The
value of Differences: Eliminating Bias in Organisations</span><b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Trebuchet MS"; font-size: 11.0pt; line-height: 115%; mso-themecolor: text1;"></span></b></div>
Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-55997233405461386852015-01-15T07:49:00.000-08:002015-01-15T07:49:13.269-08:00Life is all about how we see things!<span style="font-family: "Trebuchet MS",sans-serif;">Here is a photo that says alot. It's shows the amazing power of illusions and where we focus are attention on. If we can't see something doesn't mean its not there. This reminds me of couple of quotes that I came across years ago."Just because we walk the same corridors that doesn't mean we share the same reality" Micro behaviours which can lead to unconscious bias happen all the time in organisations, the questions is how often do we reflect on our behaviours and perspectives!</span><br />
<br />
<span style="font-family: "Trebuchet MS",sans-serif;">What do you see when you look at this photo? Which part of the photo do your eyes fall easily on? How easily and comfortably can you move between both perspectives? </span><br />
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<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDKT4HocE5ZVAVJpR-UKsn2Z9PI4fHFNlEZO7-WdOkLQxMywBDTVmuIr8DxCe3n9blpufzBZT2XXsxUVRed5XwfWneBXD1oTXtgDUoKZAaDrfQoeUAHLl54LK__GqIDXqIY8QreFzHVzjI/s1600/2.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDKT4HocE5ZVAVJpR-UKsn2Z9PI4fHFNlEZO7-WdOkLQxMywBDTVmuIr8DxCe3n9blpufzBZT2XXsxUVRed5XwfWneBXD1oTXtgDUoKZAaDrfQoeUAHLl54LK__GqIDXqIY8QreFzHVzjI/s1600/2.png" height="320" width="312" /></a></div>
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<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: xx-small;">*This picture came from a link sent by David Mcintosh</span></span>Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-54635959186044104092015-01-09T05:29:00.000-08:002015-01-09T05:47:22.190-08:00The Landscape of Diversity and Inclusion <style>
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<div align="center" class="MsoNormal" style="text-align: center;">
<br /></div>
<span style="font-size: small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: small;"><b><i><span style="color: black; font-family: "Trebuchet MS";">HOW DOES UNCONSCIOUS BIAS AFFECT LEADERS IN
MULTI NATIONAL ORGANISATIONS? </span></i></b></span></div>
<span style="font-size: small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">In the twenty-five years that I have been
working in the field of diversity and inclusion, my observations are that many
changes have taken place in the way diversity is positioned, talked about and
championed within multinational organisations. </span></span></div>
<span style="font-size: x-small;">
</span><br />
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="line-height: 115%; text-align: justify;">
<span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">Three
changes stand out most; </span></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoListParagraphCxSpFirst" style="line-height: 115%; margin-left: 35.45pt; text-align: justify; text-indent: -18pt;">
<span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">1.<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span><span style="color: black; font-family: "Trebuchet MS";">The language of diversity (how it is
discussed and labelled); </span></span></div>
<div class="separator" style="clear: both; text-align: center;">
</div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; margin-left: 35.45pt; text-align: justify; text-indent: -18pt;">
<span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">2.<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span><span style="color: black; font-family: "Trebuchet MS";">The business case imperative and rational for
diversity and inclusion; </span></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; margin-left: 35.45pt; text-align: justify; text-indent: -18pt;">
<span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">3.<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span><span style="color: black; font-family: "Trebuchet MS";">The concept of unconscious bias.</span></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgtjc1TPlUgntGaopAgpdkYLh29pTLDBjCCFzztZYw9A2nvxU6q4yD3UDPq0ko8v-rMLr7upX7hX85EWcvGcP_jkrl4tqQ3imiWNZqm-j2tCbXDngT4tdwfzg8C9EbHBvV3xcYoLNAcuiSU/s1600/image001.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgtjc1TPlUgntGaopAgpdkYLh29pTLDBjCCFzztZYw9A2nvxU6q4yD3UDPq0ko8v-rMLr7upX7hX85EWcvGcP_jkrl4tqQ3imiWNZqm-j2tCbXDngT4tdwfzg8C9EbHBvV3xcYoLNAcuiSU/s1600/image001.jpg" height="200" width="200" /></a></div>
<div class="MsoListParagraphCxSpLast" style="text-align: justify;">
<br /></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">In the case of the last two, many business
leaders in multinationals often speak on why diversity and inclusion is
imperative to business success and how uncovering unconscious bias allows for different
perspectives. </span><span style="color: black; font-family: "Trebuchet MS";">These days we rarely find senior leaders openly hostile
to diversity, at least publicly, so why is it that in many multinationals there
is the absence of both diversity and inclusion, particularly at the top? D</span><span style="color: black; font-family: "Trebuchet MS";">espite the
investment of resources, the truth is that multinationals either ‘struggle’ or
are ‘stuck’ in creating inclusive cultures and diversity in their general
workforces. This is particularly noticeable
in the upper echelons of senior leadership, where many of the positions and
roles are still largely occupied by white, middle aged men. Even young
companies like Google struggle to address diversity and inclusion. According to
its own figures </span><span style="color: black; font-family: "Trebuchet MS";">70% of Google employees are men - 61% of whom are white. In
addition, women only occupy 21% of leadership roles. The gap in the technical
and nontechnical between male and female representation is even wider. </span></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: x-small;"><b><span style="color: black; font-family: "Trebuchet MS";">UNCONCIOUS
BIAS: ITS PAST AND PRESENT</span></b></span></div>
<span style="font-size: x-small;">
</span><span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="line-height: 115%; text-align: justify;">
<span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">Do
business leaders really see the relevance of diversity or are they just saying
what people expect them to say on the topic but then carrying on as before?</span><b><span style="color: black; font-family: "Trebuchet MS";"></span></b></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">As such then, it may not be correct to blame
business leaders for being hypocrites or cynics. According to social scientific
research* from the likes of </span><span style="color: black; font-family: "Trebuchet MS";">Banaji,
Mahzarin & Greenwald, Anthony G. and Malcolm Gladwell* </span><span style="color: black; font-family: "Trebuchet MS";">it is
well known that we prefer to associate and work with people who are from a
similar background to ourselves. This preference is based on our upbringing and
experience and expresses a real human need that in past times would have helped
us to survive. </span><span style="color: black; font-family: "Trebuchet MS";">So in today’s environment,
does having bias make us bad people? In fact, having bias is normal, human and
natural. The reality is that all of us are biased and the key to beginning to
understand this is through recognising our biases and what we want to do about
it. As human beings we take in about 11 million bits of information however our
brain can only functionally deal with about 40! </span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS";">We therefore take in
information; categorize it, creating stereotypes, expectation and assumptions
most often based on our learned perceptions and preferences.</span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS";"> </span><span style="color: black; font-family: "Trebuchet MS";">This
is the ‘natural’ bias that we as a default but if it is left unchecked it can
have an adverse impact on employee cycle, promotions, evaluations and
dismissals.</span></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<b><span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">THE BENEFITS OF MINIMISING UNCONCIOUS BIAS </span></span></b></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">Substantial research and the evidence drawn
from neuroscience* supports the view that reducing unconscious bias can make
multinationals more effective in growing their talent in the long term and can
help to have positive impact on the bottom line. The minimising of unconscious
bias, whether at the entry level or at senior management level, can lead to the
attraction of a wider pool of employees</span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS";">. It can also help
retain top talent, support the increase of market share, boost profitability
and support brand innovation </span><span style="color: black; font-family: "Trebuchet MS";">in multinational organisations. </span><span style="color: black; font-family: "Trebuchet MS";"></span></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<b><span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">WHY
DON’T MORE BUSINESS LEADERS TAKE AN ACTIVE APPROACH TO D&I?</span></span></b></div>
<a name='more'></a><br />
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="margin-bottom: 14.65pt; text-align: justify;">
<span style="font-size: x-small;"><span style="color: black; font-family: "Trebuchet MS";">Having said that business leaders recognise
and publically acknowledge the importance of diversity and, at the same time,
noted that unconscious bias is a basic human fundamental mechanism that once
was vital for survival, we should still ask the question; why don’t more business
leaders take an active approach to D&I? Perhaps one of the reasons is that
there are implicit assumptions made by business leaders such as, </span><span style="color: black; font-family: "Trebuchet MS";">“Is D&I
relevant to us after all we are successful without it?” This may also reflect a
belief (unconsciously held) by senior leaders that diversity and business
success have no connection and the two do not impact on each other. That
diversity and inclusion is a ‘nice to have’ and not seen as a priority and an
essential ingredient in any business plan. Furthermore there may also be an
attitude, individually and collectively that “Diversity has nothing to do with
me!” or “I can’t see what the issue is – it all looks fine to me”. This is a
case of not being able to see something because it doesn’t affect them – so it
isn’t in their ‘reality’. These blind spots impede progress on D&I in the
world of business management.</span></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: x-small;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS";">In my next post I
will explore in more depth how D&I and unconscious bias shows up in the
workplace and what to do about it.</span></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal">
<br /></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoNormal">
<span style="font-size: x-small;"><b><span style="color: black; font-family: "Trebuchet MS";">References</span></b></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoListParagraphCxSpFirst" style="line-height: 115%; text-indent: -18pt;">
<span style="font-size: x-small;"><span style="color: black; font-family: Symbol; line-height: 115%;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="color: black; font-family: "Trebuchet MS"; line-height: 115%;">Banaji, Mahzarin &Greenwald, Anthony G. (2013) Blind
spot: Hidden Bias of Good people. Delacorte Press</span></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; text-indent: -18pt;">
<span style="font-size: x-small;"><span style="color: black; font-family: Symbol; line-height: 115%;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-family: "Trebuchet MS"; line-height: 115%;">Wood, M,
Hales, J, Purdon, S, Sejersen, T & Hayllar,
(2009) <i>and A test for racial discrimination in recruitment practices
in British cities: research report no 607</i>. Department for Work and
Pensions, London<b><span style="color: black;"></span></b></span></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; text-indent: -18pt;">
<span style="font-size: x-small;"><span style="color: black; font-family: Symbol; line-height: 115%;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-family: "Trebuchet MS"; line-height: 115%;">Dr Gordan Evian Brain
Revolution train your Brain to freedom </span><b><span style="color: black; font-family: "Trebuchet MS"; line-height: 115%;"></span></b></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; text-indent: -18pt;">
<span style="font-size: x-small;"><span style="color: black; font-family: Symbol; line-height: 115%;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-family: "Trebuchet MS"; line-height: 115%;">Rock David Your Brain
at work (2009)</span><b><span style="color: black; font-family: "Trebuchet MS"; line-height: 115%;"></span></b></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; text-indent: -18pt;">
<span style="font-size: x-small;"><span style="color: black; font-family: Symbol; line-height: 115%;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-family: "Trebuchet MS"; line-height: 115%;">Kahneman, Daniel –
Thinking fast and slow (2011)</span><b><span style="color: black; font-family: "Trebuchet MS"; line-height: 115%;"></span></b></span></div>
<span style="font-size: x-small;">
</span><br />
<div class="MsoListParagraphCxSpLast" style="line-height: 115%; text-indent: -18pt;">
<span style="font-size: x-small;"><span style="color: black; font-family: Symbol; line-height: 115%;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-family: "Trebuchet MS"; line-height: 115%;">Kandola, Binna. The
value of Differences: Eliminating Bias in Organisations</span><b><span style="color: black; font-family: "Trebuchet MS"; line-height: 115%;"></span></b></span></div>
<span style="font-size: x-small;">
<b><span style="color: black; font-family: "Trebuchet MS";"><br clear="all" style="page-break-before: always;" />
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Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0tag:blogger.com,1999:blog-8865434659309032304.post-12159531143550759602015-01-05T04:59:00.001-08:002015-01-05T09:51:08.376-08:00Diversity and Inclusion is just "common sense"?<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">Diversity and inclusion is just "common sense”? This
was one of the pieces of feedback I had received from some senior managers in a
multi-national organisation after attending diversity and inclusion workshops.
Reflecting on this feedback, the first thought it raised for me is, if D&I
is just about ‘common sense’ then why </span><span style="color: black; font-family: "Trebuchet MS"; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">haven’t leaders in many
multinational organisations made more progress and been more transformative in
the way diversity and inclusion</span><span style="color: black; font-family: "Trebuchet MS"; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"> shows up within their
organisational cultures? My second thought is that often there is a <u>Gap</u>
between understanding something Intellectually so it appears easy, manageable
at least in our minds, to being able to executive it practically, particularly
back into the workplace. My third thought is that perhaps what stops diversity&inclusion being
"common sense" is our own attitudes, behaviours and beliefs? </span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: black; font-family: "Trebuchet MS"; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">What do you think, is diversity&inclusion just "common sense"? </span></span><br />
<br />
<br />
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</div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>Anonymoushttp://www.blogger.com/profile/12559519772535495786noreply@blogger.com0