I nearly filled an entire notepad on day two of the SHRM Diversity & Inclusion Conference, feverishly taking notes on everything from business cases to legal considerations to behavioral science.
The day kicked off with Dr. Tony Byers discussing The Multiplier Effect of Inclusion. Engaging us with wit, humor and authenticity, Dr. Byers started by sharing a story from his childhood of being excluded, the lasting impact that feeling left on him and how the experience informs his work. Similarly to Maria Arcocha White, he briefly touched on how D&I work had been done for the past 40-50 years and how it needs to change. Over time, he stated, counting heads became more important than making heads count. Organizations can be diverse without being inclusive but it’s inclusiveness that really gives them an advantage. To highlight this, he showed us the difference in outcomes between a cross-cultural group that is well-led and culturally competent vs. one that is poorly led. Guess which one performs better?
Using a 10 question activity he highlighted the implications for innovation and creativity when an organization lacks diversity and inclusion. Hint: There are no elephants in Denmark. From there he went on to discuss the responsibility each of us doing work in the D&I space has for being a multiplier when it comes to inclusion. We have to take a leadership role in this push for change. How are we helping our organizations become/be/act differently if the answers to questions are always the same? Considering the impact of multipliers, we must ask ourselves what we will commit to doing to implement inclusiveness, not just diversity. My commitment is to develop and sustain an organizational culture in which everyone feels included, respected and valued. What’s yours?
- The 3 C’s of Inclusive Behavior:
Curiosity – Thinking Differently
Challenge – Managing Personal Bias
Courage – Develop an Inclusive ‘Speak Out’ Culture
- Diversity x Inclusive Behaviors x Innovation = Increased Market Success (Organizations with inclusive cultures outperform other organizations by 26%.)
- Different voices lead to different ideas and different solutions.
- We may not always get it right in our attempts to be inclusive but we can’t stop. (Example: Starbucks’ ‘Race Together’ campaign.)
FAVORITE QUOTE: Why do you have to have a business case to treat me right?
I attended two other sessions on Day 2 but they honestly deserve separate posts. Especially Dr. Steve L. Robbins who I could have listened to for HOURS. Stay tuned.
Originally published on Tamara M. Rasberry blog.
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