2005 national conference on leadership diversity the kaleidoscope group bea young, founder march 17,...

2005 National Conference on 2005 National Conference on Leadership DiversityLeadership Diversity

The Kaleidoscope GroupThe Kaleidoscope GroupBea Young, FounderBea Young, Founder

March 17, 2005March 17, 2005

Effective Diversity StrategiesEffective Diversity Strategiesfor Nonprofit Organizationsfor Nonprofit Organizations

Kaleidoscope Group, L.L.C Kaleidoscope Group, L.L.C Proprietary and ConfidentialProprietary and Confidential 22

Stand-up Diversity Stand-up Diversity CelebrationsCelebrations


Understanding Our FiltersUnderstanding Our Filters

Filter Filter

Filters are the way we view the world.


What impacts our filters inWhat impacts our filters innonprofit organizations?nonprofit organizations?


Different Groups,Different Groups,Different ExpectationsDifferent Expectations


Different Groups, Different Groups, Different ExpectationsDifferent Expectations

A new board member joining an A new board member joining an established boardestablished board



A 28 year old new board member joining an A 28 year old new board member joining an established board with all members over established board with all members over

45 years old45 years old



A 28 year old new board member with no A 28 year old new board member with no previous board experience joining an previous board experience joining an

established board with all members over established board with all members over 45 years old who have sat 45 years old who have sat

on many boardson many boards



A 28 year old Christian new board member A 28 year old Christian new board member with no previous board experience joining with no previous board experience joining an established board with predominantly an established board with predominantly Jewish members over 45 years old who Jewish members over 45 years old who

have sat on many boardshave sat on many boards



A 28 year old male Christian new board A 28 year old male Christian new board member with no previous board member with no previous board

experience joining an established board experience joining an established board with all female predominantly Jewish with all female predominantly Jewish

members over 45 years old who have sat members over 45 years old who have sat on many boardson many boards



A 28 year old African-American male A 28 year old African-American male Christian new board member with no Christian new board member with no previous board experience joining an previous board experience joining an established board with all Caucasian established board with all Caucasian

female predominantly Jewish members female predominantly Jewish members over 45 years old who have over 45 years old who have

sat on many boardssat on many boards


Working with Human Services & Nonprofits: Working with Human Services & Nonprofits: Heart & Mind ConsciousnessHeart & Mind Consciousness

BEHAVIORSBEHAVIORSWhat you doWhat you do

MINDMINDWhat you thinkWhat you think

LIFELIFEHow you liveHow you live

HEARTHEARTWhat you believeWhat you believe

How does this impact our work with organizations?How does this impact our work with organizations?How do these variables come together?How do these variables come together?

WHO YOU AREWHO YOU ARE


Working with NonprofitsWorking with Nonprofits

LIFELIFE BEHAVIORSBEHAVIORS How others see usHow others see us+ =

HEARTHEART + MINDMIND How we see How we see ourselvesourselves

=


Steps to New AwarenessSteps to New Awareness

Unconscious competenceUnconscious competence

Conscious competenceConscious competence

Conscious incompetenceConscious incompetence

Unconscious incompetenceUnconscious incompetence

““Learning to be comfortable with discomfortLearning to be comfortable with discomfort””

Step 1

Step 2

Step 3

Step 4


What is privilege?What is privilege?

The absence of barriers and the presence of The absence of barriers and the presence of unearned positive attributesunearned positive attributes


Managing PrivilegeManaging Privilege DIVERSITYDIVERSITYINSIDERINSIDER DIMENSIONSDIMENSIONS OUTSIDEROUTSIDER RaceRace AgeAge GenderGender Physical AbilityPhysical Ability Sexual OrientationSexual Orientation Class/IncomeClass/Income


Cultural Competency ModelCultural Competency Model

PersonalValues Bias Unchallenged

BiasChallenge

BiasWhat’s important

To you?Personal preference

for or againstUnknown/known

but not questionedKnown/questioned

bias

Discussedwith others

Adapting/Adjustto value differences

Understandingimpact of bias

ManageBias

Cultural Competency

Personal Growth

Respectful Relationship More EffectiveResults

Valuing Differences

AwarenessAwareness

SkillsSkills

OutcomesOutcomesAdvancedEducation


Inclusive & Exclusive BehaviorsInclusive & Exclusive BehaviorsExclusive (Insiders)

Inclusive Behaviors For All

Exclusive (Outsiders)

Overprotection Patronizing Rescuing

Giving & Seeking

Feedback

Defensive Attacking Escaping

Blaming the individual

Taking Responsibility

Blaming the organization

Avoiding contact

Making Mutual

Contact

Avoiding contact

Denying the significance of differences

Valuing Individual

Differences

Denying one’s own cultural differences

Colluding/Going along

Taking A Stand

Colluding/Keeping up a

front


KG Definition of DiversityKG Definition of Diversity

The variety of abilities, skills, experiences The variety of abilities, skills, experiences and cultural backgrounds that enables and cultural backgrounds that enables organizations to achieve superior results.organizations to achieve superior results.


Managing a Diverse CultureManaging a Diverse Culture

• Diverse representation exists at all levels.Diverse representation exists at all levels.• Differences are valued in the way people work Differences are valued in the way people work

together.together.• People processes are fairly and equitably People processes are fairly and equitably

managed.managed.• Diversity is leveraged in daily work.Diversity is leveraged in daily work.

Outcome: Best talent is attracted and retained and individual Outcome: Best talent is attracted and retained and individual potential is maximized leading to organization effectiveness, potential is maximized leading to organization effectiveness, productivity and profitability.productivity and profitability.


Reactions to DiversityReactions to Diversity

• ExcitedExcited

• LimboLimbo

• ResistantResistant


EnergyMotivation Resistance

The Diversity JourneyThe Diversity Journey

Assessment

Accountability Business Benefits

Diversity Strategy

Commitment

Feedback

Education

Vision of Success

Measurement


Tools for Diversifying Tools for Diversifying Nonprofit OrganizationsNonprofit Organizations

1.1. Align heart, mind, life, and behaviors to become a culturally Align heart, mind, life, and behaviors to become a culturally competent “you”competent “you”

2.2. See value of diversity in nonprofit organizationsSee value of diversity in nonprofit organizations

3.3. Manage your biases when reviewing and selecting board Manage your biases when reviewing and selecting board members and team leadersmembers and team leaders

4.4. Understand lens of others as they view you and your Understand lens of others as they view you and your organizationorganization

5.5. Expand your organizational lens to leverage diversityExpand your organizational lens to leverage diversity


The Kaleidoscope GroupThe Kaleidoscope GroupContact InformationContact Information

434 W. Ontario St. 434 W. Ontario St. Suite 200Suite 200

Chicago, IL 60610Chicago, IL 60610

Phone: (312) 274-9000Phone: (312) 274-9000Fax: (312) 274-9001Fax: (312) 274-9001

www.WebKG.comwww.WebKG.com

2005 national conference on leadership diversity the kaleidoscope group bea young, founder march 17,...

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