The IDEA Blog
As I have been speaking on Inclusion, Diversity, Equity, & Accessibility (IDEA aka DEI) around the country, I always start my engagements by asking what questions the audience has about it. From the responses, it has become obvious to me that there are many people who are at the beginning of this journey to a more productive organization. There are, also, many people struggling with how to sustain an IDEA effort given the current social and political climate.
I am happy to announce that I am launching a blog series to discuss these questions. While I have a treasure trove of questions to address based on my many speaking engagements and presentations.
For the first post, I want to address questions I heard during a meeting I had with members of the NH Library Association.
What are some tips on how to address unconscious bias?
Unconscious bias can significantly impact workplace dynamics and hinder efforts towards IDEA. Bias has to do with how our brains process the 11 million bits of data our 5 senses send to it every single second.
Here are some practical strategies to address these challenges and promote a more inclusive environment:
1. Acknowledge your biases: Take an Implicit Association Test (IAT) to become aware of your own biases. Stay tuned for our upcoming Recognizing Discrimination workshop.
2. Practice self-monitoring: Question your first impressions and extreme reactions to people, reflecting on rapid decisions to ensure objectivity.
3. Extend your comfort zone: Get to know people on an individual level to combat stereotypes and generalizations.
4. Implement bias training: Conduct regular, interactive unconscious bias training sessions for all employees.
5. Use objective evaluation methods: Develop talent assessments and candidate scorecards to create a common structure for grading all candidates.
How can I stay mentally fresh on bias?
1. Engage in continuous learning: Regularly share articles, books, podcasts, and other resources about diversity and inclusion with your team.
2. Keep a bias logbook: Track your thoughts and behaviors by writing down incidents where your biases may play out.
3. Seek feedback: Ask trusted colleagues for candid feedback on your behavior and potential biases.
4. Create a culture of learning: Make diversity and inclusion an ongoing conversation through regular team discussions and guest speakers.
5. Seek new experiences and interactions with people who are not in your normal circle.
How can I recognize microaggressions in myself?
1. Educate yourself: Learn about common microaggressions and their impact on marginalized groups.
2. Practice self-reflection: Regularly examine your interactions and language for potential microaggressions.
3. Plan ahead: Develop “If-Then” plans to address situations where you might unintentionally commit microaggressions.
4. Be open to feedback: If someone points out a microaggression, listen without defensiveness and use it as an opportunity to learn.
How can I push IDEA forward in the current political climate?
1. Focus on business benefits: Emphasize how IDEA initiatives improve innovation, decision-making, and overall company performance.
2. Use data-driven approaches: Collect and present data on the positive impact of IDEA efforts on employee satisfaction and retention.
3. Build coalitions: Partner with like-minded organizations and individuals to amplify your message and create a broader support network.
4. Engage in respectful dialogue: Foster open discussions about IDEA topics, encouraging diverse perspectives while maintaining a respectful environment. Watch for one of our upcoming sessions on “How to have Difficult Conversations”
How can I get leadership interested and engaged in our IDEA effort?
1. Align with business goals: Demonstrate how IDEA initiatives support the organization’s strategic objectives and bottom line. Use the language of Organizational Performance and related IDEA statistics.
2. Present case studies: Share success stories from other companies that have implemented effective IDEA programs.
3. Leverage employee feedback: Use employee surveys and focus groups to highlight the importance of IDEA efforts to the workforce.
4. Develop metrics: Create clear, measurable goals for IDEA initiatives and regularly report on progress to leadership.
5. Engage leadership in training: Encourage leaders to participate in bias awareness and IDEA training sessions to lead by example. Also let them know about IDEA training just for managers such as our “Achieving Superior Organizational Performance Through Diversity” workshop.
By implementing these strategies, you can create a more inclusive environment, address unconscious bias, and advance your IDEA effort. Remember that this is an ongoing process that requires commitment, self-reflection, and continuous learning from all members of your organization and your community.
Resources:
https://www.bakerdonelson.com/implicit-bias-awareness-and-accountability
https://builtin.com/diversity-inclusion/unconscious-bias-examples
https://hbr.org/2022/02/are-you-aware-of-your-biases
https://www.skillcast.com/blog/reduce-workplace-unconscious-bias
https://www.edi.nih.gov/the-EDI-pulse-blog/unconscious-bias-and-public-servant-what-can-we-do-overcome-unconscious-bias
https://tietalent.com/en/blog/106/diversity-and-inclusion-how-to-overcome-unconscious-bias-in-the-workplace
https://www.forbes.com/sites/hollycorbett/2022/01/31/your-brain-on-bias-5-steps-to-keep-unconscious-bias-in-check/
https://www.easyllama.com/blog/unconscious-bias-in-the-workplace
https://www.ualberta.ca/en/human-resources-health-safety-environment/media-library/managing-and-administration/hybrid-workplace/bias-awareness-tip-sheet.pdf
https://www.cultureamp.com/blog/unconscious-bias-at-work
https://www.capc.org/blog/stay-ready-attending-to-implicit-bias-in-health-care/
I want to make this blog series relevant to you. To that end, please send me your questions. I’ll answer them and even point you to resources to help you move your effort along.
Till next time, Happy IDEAtion!
James McKim, PMP, ITIL