Diversity and Inclusion Workshop Because of your recent training from this class you have been selected by your employer to serve as the new diversity and inclusion officer for your organization.  Your first task is to design an interactive 2 hour workshop to address diversity and/or inclusion in your organization.  You will either select one of the provided options (listed below) or create your own workshop that connects to the them of leadership in a diverse world. 

You will have some creative freedom in this assignment, meaning, I am not going to limit you to how you present your workshop to me so you can do a video, storyboard, paper, electronic presentation, etc.  You obviously will not be hosting the workshop because of time constraints but you are creating the structure (think lesson plan) for what you would discuss in the workshop, the activities you have the participants complete, defining the goals and outcomes/objectives for the workshop.  Reminder the workshop is suppose to last 2 hours so how do you keep people engaged in these topics for that amount of time?  

Remember to cite your references and resources.  You have been provided a lot of resources thus far (readings, videos, activities, etc) that you can utilize but there are many more resources available so push yourself to create a workshop you want to attend and learn from as a team member of your organization.  

Remember you can select one of the following workshop options or create your own. 

Option #1

Confronting Unconscious Bias in the Workplace

All groups, organizations, and companies are faced with the critical responsibility of acknowledging and disrupting biases.  In this workshop you need to:

• Address how biases affects decision-making and

• Explore the impact of three kinds of bias: implicit or unconscious bias, cultural bias and systems bias

• Bring an awareness to and steps towards disrupting unconscious and cultural biases within a team, organization, group, or company

 Option #2

Diversity and Inclusion: What Every Leader Needs to Know

Inclusive workplaces are promised to be the heart of innovation and are the key to optimizing the health and well-being of employees.  The capacity for leaders and colleagues to model inclusive attitudes, language and behaviors is the litmus test of the collective commitment to empowering each other to be and perform our best.  Failure to demonstrate inclusivity at work drives people away, harbors discrimination, normalizes inequity and has a direct impact on the mental health of our workplace.

In this workshop you need to:

• Explore and discuss how issues of diversity, inclusion, and exclusion are reflected in the workplace environment.

• Explore individual identities

• Build awareness of others identities

Bias in The Workplace workshop This workshop will acknowledge biases and address how biases affect decision making.

Three kinds of biases will be covered: Implicit or unconscious biases, cultural biases and system

biases.

Awareness will be taken towards disrupting unconscious and cultural biases within our

organization.

Two-hour workshop for employees (20 in attendance)

Held Inhouse at Headquarters in Training Room which contains an overhead projector, arranged

with 20 desks equipped with computers for training/testing accessibility.

1. All employees are notified to attend workshop with Email correspondence.

Meeting Started with an Ice Breaker- 10 minutes

The workshop will start with an ice breaker were everyone will introduce themselves and

share a foreign country they have visited or would like to visit. (Nittle, 2019)

2. Video Don’t put People in boxes. https://youtu.be/zRwt25M5nGw – 4.4 minutes

Have employees watch video illustrating when we label people and put them in different

boxes, we don't see PEOPLE for who they truly are. This video proves that we have a lot

more in common than we think, and we should keep that in mind when we encounter

anyone who might seem different than we are. (Don't Put People in Boxes, You Tube,

2017)

3. Explain the definition of Unconscious bias and show some examples of Real-life Unconscious Workplace biases – 10 minutes

This candidate sounds Great! Resumes are a consistent source of unconscious bias. A

person’s name along with associated biases may impact some decisions of a resume

instead of their qualifications listed. (ELI, 2016)

She’s not great with computers. Do not evaluate competency based on age. Quality

could be sacrificed, or an innovative idea may be missed based on experience. (ELI,

2016)

You remind me of someone I know. This is an unconscious bias can be influenced by

opinions you have about someone else that the individual reminds you of. (ELI, 2016) He speaks the language. Do not make assumptions based on an individual’s ethical

background. Example an African American manager was hired for the Urban project

because “He speaks the language”. (ELI, 2016)

4. IAT Test – 30 minutes

Have the employees locate the Project Implicit site and login under the Social Attitudes

IAT test category selecting the Male with Science and Female with Liberal Arts test. https://implicit.harvard.edu/implicit/

5. Video You’re Not Biased Right? Implicit Bias IAT Testing explained. – 6.19 minutes

The IAT measures the strength of associations between concepts (ex. Female/Male and

Science/Liberal Arts). The main idea is that making a response is easier when closely

related items share the same response key. We would say that one has an implicit

association between Male and ‘Science’ relative to Female and ‘Science’ if they are

faster to categorize words when Male and ‘Science’ share a response key relative to when

Female and ‘Science’ share a response key. (Project Implicit, 2011)

Refer to the PowerPoint on Unconscious Biases and discuss the test on the Project

Implicit website – 30 minutes

Show the statistics percentage of web respondents with each score. Discuss the test

experience. Employees can reflect their reaction to the tests, and feelings about the results

and or personal experiences that may have influenced their results.

6. Explain the definition of Cultural bias and explain how cultures within an organization influence leadership *Quotes* – 10 minutes

Gender Perceptions: Masculine and Feminine Roles

Women verse Men in leadership roles. The traditional roles of men being better leaders because

they have more authority, focus and drive is outdated.

Woman have more teacher like qualities and tend to be motivational than threatening. (Chin &

Trimble, 2015)

Minority Leaders

Diversity should be viewed as an advantage. How they manage bias related to their social

group membership is called “identity management”. Which is a framework of policies

and technologies for ensuring that the proper people in an enterprise have the appropriate

access to technology resources. (Identity Management, Wikipedia. 2020)

“Minority Leaders have to work twice as hard to get half as far”. (Chin & Trimble, 2015)

Religious Beliefs

“I’m a very spiritual person and sometimes I think that creates problems for my

colleagues who tend to be scientifically mattered”. (Chin & Trimble, 2015)

An organization must adopt a rule of tolerance to diversity.

Creating an Inclusive Environment

Diversity an advantage to an organization. When Inclusion is strong, employees feel

valued. They serve customers better and we are better off as an organization. (Groysberg,

& Connolly, 2013)

View Video Blind Spots: Overcoming Stereotypes.

https://www.youtube.com/watch?v=6_yIevcJCPc 3.25 minutes

This video helps to flip stereotypes and Stereotypes can influence our perception of who's

the "right fit." They may create a roadblock towards our destination.

7. Explain the definition of Systemic bias and steps to address Systemic bias – 10 minutes

Exclusive and hostile work environments

What is being done in the organization to address inequitable treatment. How is the

situation dealt with? (Gassman, 2019)

Similar-to-me bias

This is the phenomenon of individuals favoring others who are like them. This can

present a problem in the workplace of not properly addressed. Such as favoring hiring

only males. Which would widen the gap of inequality. (Gassman, 2019)

The network gap

Individuals have an advantage in the network based on know they know to get their foot

in the door. This can further inequality. Companies should go back to the more traditional

hiring methods, such as candidates who apply online. (Gassman, 2019)

Structural racism

It is defined as “the complex system by which racism is developed, maintained and

protected.” White privilege is one such example, it can cause problems if it is not

addressed in the workplace. Education is one of the greatest tools to deconstruct this form

of racism. (Gassman, 2019)

8. View Video Blind Spots: Broadening Perspectives.

https://www.youtube.com/watch?v=HbBTM8bJt8Q 3.24 minutes

It's natural to gravitate towards people who are like us. But making decisions solely on

who we're comfortable with can cause tunnel vision.

References

Cultural Bias, Wikipedia, 2020, en.wikipedia.org.

Don't Put People in Boxes. New Hope Church, You Tube, 2017, http//www.youtube.com

DuBrin, A. J. (2013). Leadership: research findings, practice, and skills (7th ed.). Australia:

Five real-world examples of unconscious bias, ELI, 31 Mar. 2016, www.eliinc.com.Cengage.

Gassam, Janice. Your Unconscious Bias Trainings Keep Failing Because You’re Not Addressing

Systemic Bias, Forbes, 29 Dec. 2019.

Groysberg, Boris, and Connolly, Katherine. "Harvard Business Review." Great Leaders Who

Make the Mix Work, Sept. 2013, hbr.org.

Identity Management, Wikipedia. 2020, en.wikipedia.org.

Nittle Kareem, Nadra. 5 Ways to Make Your Diversity Workshop a Success, 2 Mar. 2019,

thoughtco.com.

Project Implicit, Skinclusion, 2011, http://implicit.harvard.edu/implicit/

Ryan, Ann Marie. Navigating stereotype threat and identity management in the workplace,

Rework, 4 Feb. 2006, rework.withgoogle.com.

Reiner Baily, 12 Unconscious Bias Examples and How to Avoid Them in the Workplace, Builtin,

12 Aug. 2019, builtin.com.

This test reveals implicit biases you don't know you have, The Christian Science Monitor, 16 Jan.

2018, www.youtube.com.

Systemic Bias, Wikipedia. 2020, en.wikipedia.org.

Unconscious Bias training, Wikipedia. 2020, en.wikipedia.org.

UNCONSCIOUS

BIAS

IN THE

WORKPLACE

This Photo by Unknown Author is licensed under CC BY-SA

VIDEO: DON’T PUT PEOPLE IN BOXES

Introduction Showing How We Unconsciously Put People in Categories 4.4 minutes

When we label people and put them in different boxes, we don't see PEOPLE for who they truly are. This video proves that we have a

lot more in common than we think, and we should keep that in mind when we encounter anyone who might seem different than we are.

(Don't Put People in Boxes, You Tube, 2017)

Meeting Started with an Ice Breaker- 10 minutes

The workshop will start with an ice breaker were everyone will introduce themselves and share a foreign country they

have visited or would like to visit. (Nittle, 2019)

ICEBREAKER

WHAT IS AN

UNCONSCIOUS BIAS?

 Unconscious (or implicit)

biases are learned

stereotypes that are

automatic, unintentional,

deeply ingrained, universal,

and able to influence

behavior. (Unconscious Bias, Wikipedia. 2020)

This Photo by Unknown Author is licensed under CC BY-NC-ND

FOUR REAL LIFE EXAMPLES OF WORKPLACE UNCONSCIOUS BIAS

1. This candidate sounds great!

 Resumes are a consistent source of unconscious

bias. A person’s name along with associated biases

may impact some decisions of a resume instead of

their qualifications listed. (ELI, 2016)

2. She’s not great with computers.

 Do not evaluate competency based on age. Quality could be sacrificed, or an innovative idea may be missed based on experience. (ELI, 2016)

3. You remind me of someone I know.

 This is an unconscious bias that can be influenced

by opinions you have about someone else that

the individual reminds you of. (ELI, 2016)

4. He speaks the language.

 Do not make assumptions based on an individual’s ethical background. Example an African American manager was hired for the Urban project because “He speaks the language”. (ELI, 2016)

VIDEO YOU’RE NOT BIASED RIGHT? IMPLICIT BIAS IAT TESTING EXPLAINED

Implicit Bias Testing Explained 6.19 minutes

The IAT measures the strength of associations between concepts (ex. Female/Male and Science/Liberal Arts). The main idea is that

making a response is easier when closely related items share the same response key. We would say that one has an implicit

association between Male and ‘Science’ relative to Female and ‘Science’ if they are faster to categorize words when Male and

‘Science’ share a response key relative to when Female and ‘Science’ share a response key. (Project Implicit, 2011)

Refer to the graph on Unconscious Biases and discuss the test on the Project Implicit website – 30 minutes

Show the statistics percentage of web respondents with each score. Discuss the test experience. Employees can reflect their reaction to

the tests, and feelings about the results and or personal experiences that may have influenced their results.

IAT Test – 15 minutes

Have the employees locate the Project Implicit site and login under the Social Attitudes IAT test category selecting the

Male with Science and Female with Liberal Arts test. https://implicit.harvard.edu/implicit/

IAT TEST GENDER/SCIENCE TEST

IAT TEST- GENDER-SCIENCE

23%

29%

18%

19%

6%

4%

1%

0% 5% 10% 15% 20% 25% 30% 35%

Strong automatic association of Male with Science and Female with Liberal Arts

Moderate automatic association of Male with Science and Female with Liberal Arts

Slight automatic association of Male with Science and Female with Liberal Arts

Little to no automatic preference between gender and academic domains

Slight automatic association of Male Liberal Arts and Female with Science

Moderate automatic association of Male with Liberal Arts and Female with Science

Strong automatic association of Male with Liberal Arts and Female with Science

Percent of web respondents with each score

This distribution summarizes 628,295 IAT scores for the Gender-Science task completed between January 2003 to December 2015 (Project Implicit, 2011)

WHAT IS A

CULTURAL BIAS

Cultural bias is the phenomenon of

interpreting and judging phenomena by

standards inherent to one's own culture.

(Cultural Bias, Wikipedia. 2020)

This Photo by Unknown Author is licensed under CC BY-ND

FOUR EXAMPLES OF WORKPLACE CULTURAL BIAS

 Women verse Men in leadership roles. The traditional

roles of men being better leaders because they have

more authority , focus and drive is outdated.

Woman have more teacher like qualities and tend to be

motivational than threatening. (Chin &Trimble, 2015)

2. Minority Leaders  Diversity should be viewed as an advantage. How they

manage bias related to their social group membership is

called “identity management”. Which is a framework of

policies and technologies for ensuring that the proper

people in an enterprise have the appropriate access to

technology resources. (Identity Management, Wikipedia.

2020)

3. Religious Beliefs

 “I’m a very spiritual person and sometimes I think that creates problems for my colleagues who tend to be scientifically mattered”. (Chin & Trimble, 2015) An organization must adopt a rule of tolerance to diversity.

4. Creating an Inclusive Environment

 Diversity an advantage to an organization. When Inclusion is strong, employees feel valued. They serve customers better and we are better off as an organization. (Groysberg, & Connolly, 2013)

1. Gender Perceptions

View Video Blind Spots: Overcoming Stereotypes.

WHAT IS A

SYSTEMIC BIAS?

also called institutional bias, is the

inherent tendency of a process to

support particular outcomes. The term

generally refers to human systems such

as institutions; the equivalent bias in

non-human systems. (Systemic Bias,

Wikipedia. 2020)

This Photo by Unknown Author is licensed under CC BY-ND

FOUR EXAMPLES OF WORKPLACE SYSTEMIC BIAS

 What is being done in the organization to

address inequitable treatment. How is the

situation dealt with? (Gassman, 2019)

2. Similar-to-me bias

 This is the phenomenon of individuals favoring

others who are like them. This can present a

problem in the workplace of not properly

addressed. Such as favoring hiring only males.

Which would widen the gap of inequality.

(Gassman, 2019)

3. The Network Gap

 Individuals have an advantage in the network based on know they know to get their foot in the door. This can further inequality. Companies should go back to the more traditional hiring methods, such as candidates who apply online. (Gassman, 2019)

4. Environment Structural Racism

 It is defined as “the complex system by which racism is

developed, maintained and protected.” White privilege is one such example, it can cause problems if it is not addressed in the workplace. Education is one of the greatest tools to deconstruct this form of racism. (Gassman, 2019)

1. Exclusive and hostile work environments

View Video Blind Spots: Broadening Perspectives.

REFERENCES

Cultural Bias, Wikipedia, 2020, en.wikipedia.org.

Don't Put People in Boxes. New Hope Church, You Tube, 2017, http//www.youtube.com

DuBrin, A. J. (2013). Leadership: research findings, practice, and skills (7th ed.). Australia:

Five real-world examples of unconscious bias, ELI, 31 Mar. 2016, www.eliinc.com.Cengage.

Gassam, Janice. Your Unconscious Bias Trainings Keep Failing Because You’re Not Addressing Systemic Bias, Forbes, 29 Dec.

2019.

Groysberg, Boris, and Connolly, Katherine. "Harvard Business Review." Great Leaders Who Make the Mix Work, Sept.

2013, hbr.org.

Identity Management, Wikipedia. 2020, en.wikipedia.org.

Nittle Kareem, Nadra. 5 Ways to Make Your Diversity Workshop a Success, 2 Mar. 2019, thoughtco.com.

Project Implicit, Skinclusion, 2011, http://implicit.harvard.edu/implicit/

Ryan, Ann Marie. Navigating stereotype threat and identity management in the workplace, Rework, 4 Feb. 2006,

rework.withgoogle.com.

Reiner Baily, 12 Unconscious Bias Examples and How to Avoid Them in the Workplace, Builtin, 12 Aug. 2019, builtin.com.

This test reveals implicit biases you don't know you have, The Christian Science Monitor, 16 Jan. 2018, www.youtube.com.

Systemic Bias, Wikipedia. 2020, en.wikipedia.org.

Unconscious Bias training, Wikipedia. 2020, en.wikipedia.org.

DIVERSITY IN THE WORKPLACE Establishing an Inclusive Culture

OUTCOMES

 Outline diversity, inclusion, and exclusion in the workplace environment

Explore individual identities

Build awareness of others identities

ACTIVITY – DON’T DROP THE BALL!

 Pass the ball to someone in the group

 When a group member catches the ball

identify the number on the ball where the

individual’s right thumb landed

 The facilitator will ask a question about

diversity in which the answer will pertain

specifically to that individual

 Once the ball has made it to the whole

group it will be passed back in reverse

order

 The facilitator will then ask a question

that involves the individual creating

inclusivity in a diverse workplace

 Team members will have one minute to

give their response

DIVERSITY, INCLUSION, AND EXCLUSION

What is it?

DIVERSITY

 The definition of diversity: “having distinct or unlike elements”

In the workplace diversity consists of hiring team members who are comprised of different internal and external dimensions

DIVERSITY

External Dimensions

 Income

 Location

 Religion

 Marital Status

 Parental Status

Internal Dimensions

 Race

 Ethnicity

 Age

 Gender

 Sexual Orientation

INCLUSION

 Defined: “An inclusive culture indicates a climate in which respect, equity, and positive recognition of differences are all cultivated, and the social and institutional response to disability poses no barrier to a positive employment experience.”

 Inclusion in the workplace not only recognizes an individuals unique identifiers but celebrates that as unique strengths that are valuable to the team’s success

EXCLUSION

 In the workplace: Acts of exclusion can lead to employees not feeling comfortable voicing their opinion or contributing to the team. When they feel left out, they slowly stop participating, which leads to fewer bonds with teammates and less involvement at work.

 Acts of exclusion are a form of workplace bullying. This happens when team members are explicitly or implicitly discriminated against for their diverse backgrounds

ACTIVITY – PUT IT TO PRACTICE!

 Group members will be put in pairs

 Throughout the room there are 7

scenarios on the wall

 Each scenario outlines an individual

being made victim to acts of exclusion

 Each pair will come up with a resolution

to how they would turn the scenario into

one of inclusion

 Pairs will have 3 minutes for each

scenario to come up with a resolution

EXPLORING INDIVIDUAL IDENTITIES Steps to Self-Awareness

INDIVIDUAL IDENTITY

 It is essential to inclusivity to understand one’s own individual identifiers. This allows self-awareness and the ability to understand how those identifiers impact the workplace.

 Two questions to ask when highlighting individual identifiers are:  What external and internal dimensions do identify by?

 How do these act as strengths?

ACTIVITY – MIND MAP!

 Individual Activity

 Group members will start from the

center which is their name

 From the middle the group member will

connect external and internal

identifiers

 Each group member will the connect

from t