Good Afternoon and Welcome! Leadership: Unconscious Bias, Trust and Decision-Making
INCLUSION The extent to which diverse groups have a seat at the table and are able to bring their best contributions.
EXCLUSION To shut out from consideration, privilege or entrance, especially diverse people groups, from work place opportunities.
Exclusive versus Inclusive Leadership
Exclusive Leaders have a different outlook, interest, self-identity, perceived expertise, or simply are higher up the org chart than the people they work with. http://blog.linkageinc.com/blog/exclusiveleadership-is-hurting-your-bottom-line/
In exclusive work environments, employees feel singled out undervalued unheard ostracized http://blessingwhite.com/article/2016/11/30/e xcerpts-day-day-experiences-workplaceinclusion-exclusion/
Disengagement and Exclusive Leadership When leaders. criticize employees, disengagement levels rise to 22%. exclude or ignore their direct reports, disengagement almost doubles to a 40%. http://blog.octanner.com/leadership/are-you-anexclusionary-leader
Employees who experience exclusion: are significantly more likely to report health problems have a degraded sense of workplace belonging and commitment have a stronger intention to quit their jobs report that it is worse for their physical and mental well-being than harassment or bullying http://blog.octanner.com/leadership/are-you-anexclusionary-leader
Inclusive Leadership
Inclusive Leaders. build a culture where every member of the team is appreciated for their contribution and perspective. http://blog.linkageinc.com/blog/exclusiveleadership-is-hurting-your-bottom-line/
An inclusive leader is someone who is aware of their own limitations and blind spots.
An inclusive leader is someone who seeks out diverse points of view.
An inclusive leader is someone who cares for their employees and is willing to listen and learn.
An inclusive leader is someone who works to overcome their own biases.
WHAT IS BIAS?
BIAS An inflexible positive or negative, conscious or unconscious belief about a particular category of people. Encompasses what most people think of as stereotypes and prejudices as well as that long list of isms that plague our workplaces on a daily basis. From sexism to racism to ageism and lookism, bias is a problem we all share. As defined by Dr. Sondra Thiederman: https://thiederman.com/diversity-resources/faqs/
UNCONSCIOUS/IMPLICIT/HIDDEN BIAS
11,000,000 40
WHY UNCONSCIOUS BIAS MATTER FOR LEADERS
Unconscious Bias matters because it can squelch free flowing diversity in thought and behaviors that can result in organizational success.
Unconscious Bias matters because it can prevent individuals and teams from performing at their full potential. result in microaggressive behavior
Unconscious Bias matters because it can create relational barriers
Relationship Impact of Unconscious Bias Avoidance Exclusion Withdrawal Isolation Distance Devaluation Disrespect
Overcoming Unconscious Bias 1. Requires Intention the willingness to consciously connect to someone different to behave in ways that run counter to what our unconscious biases tell us
Overcoming Unconscious Bias 2. Requires Introspection the willingness to examine our own conscious thoughts and feelings (mental and emotional processes), stereotyping, prejudices and biases to weaken negative energy that prohibits personal and professional connections and deeper relationships
Overcoming Unconscious Bias 3. Requires Investment the willingness to commit the time and energy to build or strengthen relationships with individuals and groups in your workplaces and communities
Signature Traits of Trust and Inclusive Leadership 1 2 3 4 5 6 Commitment Courage Cognizance of Bias Curiosity Cultural Intelligence Collaboration
Cultivate inclusivity by developingresults-focused leaders. capably setting goals. holding staff accountable. being able to deliver and receive feedback. http://blog.linkageinc.com/blog/exclusiveleadership-is-hurting-your-bottom-line/
Cultivate inclusivity by understanding yourself and modeling transparency, openness, and valuing others input. communicating and connecting with your team to accelerate their development and performance.
Cultivate inclusivity by promoting authentic action and dialogue. making sure the connection between what you say and what you do is crystal clear to employees.
What will you do to become a more inclusive leader?
Contact Information Deborah A. Biddle High Performance Development Solutions Mobile: (608) 239-6184 Email: contact@hp-development.com Web: www.hp-development.com