Inclusion by Design | joe gerstandt | 2015 Forum on Workplace Inclusion

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#workplaceforum2015

inclusion by design

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“Well, I could be

wrong, but I believe

diversity is an old, old

wooden ship that was

used during the Civil

War era.”

-Ron Burgundy (Anchorman)

The concept of diversity encompasses

acceptance and respect. It means understanding

that each individual is unique, and recognizing

our individual differences. These can be

along the dimensions of race, ethnicity, gender,

sexual orientation, socio-economic status, age,

physical abilities, religious beliefs, political beliefs,

or other ideologies. It is the exploration of these

differences in a safe, positive, and nurturing

environment. It is about understanding each other

and moving beyond simple tolerance to

embracing and celebrating the rich dimensions of

diversity contained within each individual.

The concept of diversity encompasses

acceptance and respect. It means understanding

that each individual is unique, and recognizing

our individual differences. These can be

along the dimensions of race, ethnicity, gender,

sexual orientation, socio-economic status, age,

physical abilities, religious beliefs, political beliefs,

or other ideologies. It is the exploration of these

differences in a safe, positive, and nurturing

environment. It is about understanding each other

and moving beyond simple tolerance to

embracing and celebrating the rich dimensions of

diversity contained within each individual.

Inclusion!

@joegerstandt #workplaceforum2015

Inclusion?

Inclusion?

What does that mean?

Inclusion?

What does that mean?

Who is included in

what?

Inclusion?

What does that mean?

Who is included in

what?

What kind of things do

you do to include?

diversity is…

inclusion is…

Fear of Being

Different Stifles Talent

Harvard Business ReviewMarch 2014

Kenji Yoshino, Christie Smith

@joegerstandt #workplaceforum2015

29% altered their attire, grooming or

mannerisms to make their identity

less obvious

40% refrained from behavior

commonly associated with a given

identity

57% avoided sticking up for their

identity group

18% limited contact with members

of a group they belong to

66% of these employees said that it

significantly undermined their

sense of self

50% stated that it diminished their

sense of commitment

What looks like

resistance is

often a lack of

clarity.Switch, Dan and Chip Heath

Inclusion and Diversity in Work Groups:

A Review and Model for Future

Research

Lynn M. Shore

Amy E. Randel

Beth G. Chung

Michelle A. Dean

Karen Holcombe Ehrhart

Gangaram Singh San

Diego State University

Journal of Management Vol. 37 No. 4, July 2011

low

belongingness

high

belongingness

low value in

uniqueness

high value in

uniqueness

low

belongingness

high

belongingness

low value in

uniqueness

high value in

uniqueness

inclusion:Individual is treated as

an insider and also

allowed/encouraged to

retain uniqueness within

the work group.

low

belongingness

high

belongingness

low value in

uniqueness

exclusion:Individual is not treated

as an organizational

insider with unique

value in the work group

but there are other

employees or groups

who are insiders.

high value in

uniqueness

inclusion:Individual is treated as

an insider and also

allowed/encouraged to

retain uniqueness within

the work group.

low

belongingness

high

belongingness

low value in

uniqueness

exclusion:Individual is not treated

as an organizational

insider with unique

value in the work group

but there are other

employees or groups

who are insiders.

high value in

uniqueness

differentiation:Individual is not treated

as an organizational

insider in the work

group but their unique

characteristics are seen

as valuable and required

for group / organization

success.

inclusion:Individual is treated as

an insider and also

allowed/encouraged to

retain uniqueness within

the work group.

low

belongingness

high

belongingness

low value in

uniqueness

exclusion:Individual is not treated

as an organizational

insider with unique

value in the work group

but there are other

employees or groups

who are insiders.

assimilation:Individual is treated as

an insider in the work

group when they conform

to org. / dominant culture

norms and downplay

uniqueness.

high value in

uniqueness

differentiation:Individual is not treated

as an organizational

insider in the work

group but their unique

characteristics are seen

as valuable and required

for group / organization

success.

inclusion:Individual is treated as

an insider and also

allowed/encouraged to

retain uniqueness within

the work group.

assimilation inclusion

Individual is treated as an

insider in the work group

when he/she conforms to

dominant culture

norms and downplays

uniqueness.

Individual is treated as

an insider and is

allowed and

encouraged to retain

uniqueness within the

work group.

Is it safe to be

unpopular?

Is there a

penalty for

candor?

Are there

things we do

not discuss?

Where do

you think

your team is

at on the

spectrum?

1-10 Why?

How can

you lead it

towards

greater

inclusion?

assimilation inclusion

Individual is treated as an

insider in the work group

when he/she conforms to

dominant culture

norms and downplays

uniqueness.

Individual is treated as

an insider and is

allowed and

encouraged to retain

uniqueness within the

work group.

1 2 3 4 5 6 7 8 9 10

@joegerstandt #workplaceforum2015

the foundation

the foundation

• language & logic

• business case

• narrative

• orientation

• behavioral science

the foundation

the framework

the foundation

the framework

the action

the foundation

the framework

the action

• practices

• behaviors

• competencies

• programs

the foundation

the framework

the action

the foundation

the framework

the action

Included in what?

1. informal networks

2. information

3. decision making

4. influence

5. change

6. agency

@joegerstandt #workplaceforum2015

Maybe this looks more familiar?!

consider a ten person team

1

2

4 5

9

3

876

10

1

9

7

6

5

2

3 8410

informal social networks

disparity

homophily: the tendency of

individuals to associate

and bond with similar others.

More than 100 studies have

observed homophily in some

form or another establishing that

similarity breeds connection.

These include age, gender, class,

and organizational role.

1. informal networks

2. information

3. decision making

4. influence

5. change

6. agency

increasing inclusion in:

1. informal networks

2. information

3. decision making

4. influence

5. change

6. agency

policy

program

practice

tools

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Thank

you!