Diversity & Inclusion
:
What’s In It For Me?
Kenya Jacobs
Director, Diversity Recruiting and Workforce Development
Kenya Jacobs
Director, Diversity Recruiting & Workforce Development
Industry Experiences
Oil & Gas Healthcare
Food Service/Fast Casual Information Technology Consulting Manufacturing/Energy
Education
Technology
Business
Education
Today’s Priorities
•
Why This Topic? Why Now?
•
Our Changing Workforce
•
The Future of Work
•
Blinds Spots
So, let’s discuss…
•
Seek to UNDERSTAND
•
Be RESPECTFUL
•
Be OPEN
•
Be MINDFUL
…
And engage
I hear you I’ve always wondered about that I hope it’s okayif I
ask this...
Hmm... I need
to think about that idea
Why This Topic?
Why Now?
2020:
A Year of
Disruption
Business
& Social
Justice
55%
Percentage of
employees think
their company
should address the
death of George
Floyd and the
protest
Business &
Social
Sustainability
64%
Percentage of
African Americans
who think racism
and discrimination is
an issue at
their
workplace
Our Changing
Workforce
Illinois Labor Force
Participation Rate
by Race/Ethnicity
and Gender, 2017
The Most Diverse & Educated
Generation
59% of 18-20 year olds are
enrolled in college
9 million
53 million
41 million
56 million
Activity: Elements of Individuality™
Identify
3
of your
elements of
individuality.
How do they define
how you live and/or
work?
Adapted from Loden & Rosener © Inclusity 2017
Diversity -the collective mixture of differences and similarities behaviors
Diversity and Inclusion Relationship
Inclusion - individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success
Cultivate Inclusion
Belongingness + Uniqueness = Inclusion
Uniqueness is honored when we communicate across differences and are willing to have difficult
conversations about our identities and experiences.
Inclusion happens when everyone has an equal voice and can learn from those who may be different in some way – sparking enhanced innovation and teamwork.
Belongingness occurs when everyone feels accepted and valued for their authentic selves.
Diversity is a fact. Inclusion is a choice.
What do
you
choose?
“Talent wins games, but
teamwork and intelligence win
championships.”
Blind Spots &
Similarity Bias
Blinds Spots &
Similarity Bias
What is bias?
A bias is a preference or prejudice for or against
something. Not all biases are bad
What is unconscious bias?
The patterns our brain creates based on our
experiences that influence how we make decisions
and understand the world. These biases can change.
What are blind spots?
Our brains are wired to make assumptions, which can
sometimes be off base. We think it’s an honest mistake;
science calls it a blind spot.
What is similarity bias?
The act of being drawn toward or trusting people who
most closely look like us. One of several biases –
halo/horn, confirmation or prototype.
It’s natural to gravitate towards people who are like us. But making decisions solely on who we’re comfortable with can
is often
lacking
in where we live and in our social networks;
but it may often be
most present
in where we work
© 2012-2018 Center for Talent Innovation, Inc. All rights reserved
Easing Racial Tensions at Work study
Reflect
•
Examine your network.
•
Open the door to your inner circle. Invite others with
different experience and perspectives in.
•
Encourage ideas. It’s one thing to give someone a seat
at the table.
Call to Action:
• Be a good listener & be willing to talk. When we listen with empathy,
seeking to understand different perspectives, we create space for open, honest dialogue and increase the potential for change. It’s okay if you do not have answers or completely understand the issue. If
you’re not sure what to say, ask or admit that you do not have the right words.
• Be open-minded and choose Inclusion. Being open-minded means
seeking to learn about others’ perspectives and life experiences. Intentionally include or you will unintentionally exclude. Diversify your personal and professional networks.
• Speak up against bias & confront your own bias. Respectfully address
offensive language or actions when you see them taking place. Be aware of your biases and ensure they do not impact how you make decisions and treat others.
• Get comfortable being uncomfortable. Commit to learning about
dimensions of diversity that you do not identify with.
• Build diverse and inclusive teams. Build a team with extensive talent,
capability and awareness. Widen the gates of consideration to build the strongest team possible.
