“understanding diversity and inclusion” presented at the: texas pta summer seminar by: elizabeth...
TRANSCRIPT
“Understanding Diversity and Inclusion” Presented at the:
Texas PTA Summer Seminar
by:
Elizabeth A. Campbell
Inclusiveness Chair
Texas PTA Board of Directors
July 24, 2010
Context
FROM AWARENESS OF DIVERSITY
TO
UNDERSTANDING DIVERSITY
TO
VALUING INCLUSION
Learning Objectives
• To grasp, for purposes of the Texas PTA, a working definition of “diversity”
• To experience how our personal perspectives may affect our understanding of “diversity”
• To be able to use our understanding of “diversity” to work more effectively and inclusively with our Texas PTA colleagues
Overview
• Introductions• What Diversity Is and What It Isn’t• The “Business Case” for Diversity• The Workplace Landscape Today (Teams and
Differences) • Attributes of Effective Teams• Action Items
Introduction: Elizabeth
• Federal executive branch – Solicitor’s Honors Program (Washington, D.C.)
• Law firm practice (Washington, D.C.)• Asst. General Counsel (Buffalo, NY) • VP Administration (Buffalo, NY)• HR/Diversity Executive (Long Island/Philadelphia)• Partner and Chief Diversity Officer – Andrews Kurth
Law firm (Houston, TX)
Introductions: Participants• Name• Organization and Role• Level of Diversity Competency
– Novice– JV– Varsity– “I could teach this course”
• Favorite Hobby
What Diversity Is and What It Isn’t
Many working definitions and assumptions
Point of reference: 83 million Google hits on 6/20/10 for “diversity;” 1.5 million Google hits for “diversity and inclusion”
DEFINITIONS
“Diversity” shall mean and encompass at least the following sources of diversity: ethnicity, culture, race, national origin, age, gender, physical or mental ability, sexual orientation, gender identity or expression, education, family size, home language, marital status, parental status, work experience, income level, economic status, organizational position and tenure, geographical location, military experience, political philosophy, religion, family history, family health
DEFINITIONS
“Diversity” should also include differences and similarities in backgrounds, perspectives, values and beliefs
DEFINITIONS
Equally important to define “Inclusion”
“Inclusion” shall mean to seek and value input from as wide a spectrum of viewpoints and experiences as practical
Some Think: The Law of Equal Employment
The ConstitutionBill of Rights
14th Amendment
• Civil Rights Act Of 1964
• The RehabilitationAct of 1973
• ADA• ADEA
Agency Regulations (EEOC) &
Court Rulings
Executive Order11246
Affirmative Action
State and LocalLaws and
Ordinances
Federal and/or State and Local Laws Prohibit Discrimination in Employment Because of
• Race• Color• Gender• Sexual Orientation• Age• Religion• Disability• Ancestry• National Origin• Appearance• Marital Status• Additional Categories/Classifications
Some Think: Affirmative Action
• Executive Order (11246) by President Johnson in 1965
• Employers required to take affirmative action to ensure that employee representation (women and minorities) approximates representation of qualified candidates in the general population
• Certain federal government contractors only
“Diversity” Goes Beyond EEO
• Representation is important but it is only STEP #1.
• Diversity efforts need to be developed strategically – a process of recognizing and valuing all differences in a given environment
– Work– Volunteer– Community efforts
• Inclusion “brings all individualand cultural gifts to the table.”
• Consider….
Myth & Reality #1
Myth:“Diversity Challenged” employees are bad people.
Reality:No, they simply have difficulty recognizing and understanding how diverse or different viewpoints can enhance the decision-making process or working relationships.
Myth & Reality #2
Myth:Diversity is about harmony.
Fact:To the contrary, diversity often causes tension. Tension is a natural part of group dynamics and need not be eliminated. Instead, quality decision-making can be enhanced by leveraging these tensions.
The Organizational or “Business Case” for Diversity
Why Diversity?
Consider the Mission of the Inclusiveness Committee:
To continually be a voice for all children by reflecting diversity and being inclusive in our membership, leadership, program content, advocacy, training, partnerships and communications.
Reality Check – Our Mixtures are Changing
• 46% of the U.S. population is racially “not white” or “foreign-born.”
• 19% of the US population speaks a foreign language at home(as of 2007).
• 2008 had 1.1 million people become legal residents of the U.S., compared to 2007, which had 1.05 million people. In 2006, the number was 1.27 million.
Reality Check – Different Mixtures
• The purchasing power of U.S. minorities for 2009 was estimated at $2.5 trillion. $978 billion of this is Latino purchasing power, which is greater than the GNP of Mexico.
• In 2006, households headed by persons 50 or older held 75% of the U.S. consumer financial assets, valued at $16 trillion (according to the SEC).
• As of 2005, approximately 54 million people or 19% of the population had a disability.
U.S. Racial Demographics (2008)
White65.4%
African-American12.1%
Asian Americans(incl. Hawaiians/Pac. Islanders)
4.6%
Native Americans/Alaskans
1.0%
Hispanic15.8%Multiple Races
1.7%
Changing Demographics
• Demographic shifts are dramatic(As reported in USA Today, 6/11/10): “Minorities” made up approximately 49% of all births
for the year ending July 1, 2009 48.3% of children under age 5 are “Minorities” “Minorities” make up more than 50% of the
population in 317 counties, nationwide “Minorities” make up over 50% of the population in
Texas (and California, Hawaii, New Mexico, and D.C.)
Change in terminology: “People of Color”
Caucasian
People ofColor
U.S. Racial Demographics (2050 Projection)
Work Group Dynamics
• The landscape today (teams, differences and embracing change)
• A word about “inclusion”
• Diversity and barriers
Stereotypes
• Perceptions are formed early and grow into stereotypes
– My slips and falls• Exercise to appreciate the subtleties of
stereotypes
Today’s Demographic Landscape
• Impact of changing demographics– Refresh from previous data– Hispanics largest and youngest “minority” group in
U.S.– One-in-five school children is Hispanic– One-in-four newborns is Hispanic
• Easy to demonstrate generational diversity– Involvement of parents and grandparents with students
Today’s Demographic Landscape (continued)
• Increased use of teams– Fosters creativity– Encourages cross-training and professional development
Applies at all levels of involvement with PTA– Enhances productivity– Teams more diverse
Perspective of race, gender, age (generation), etc. Impact of change on “culture”
– Differences must be managed effectively to realize the full potential of teams and to reduce the risk of undesired results
– “Tension” may have positive impact if leveraged properly
Understanding Diversity….
Focus on TEAMS
Traditionally – diversity work meant trying to get people to get along with one another (EEO-lite)
Today – diversity has a broader definition and, when used strategically, it connects to an organizational goal
– Hence, the Mission of the Inclusiveness Committee
Understanding Diversity….
• Strategically, “diversity” means being able to separate and value differences that contribute to an overall goal.
• Also to reject differences that detract from achieving a goal, AND to ignore or tolerate differences that have no impact on the goal.
Baseball Team Analogy
Imagine selecting players for a pick-up baseball game.
Diversity and Inclusion Math
• Awareness of differences• Plus – do they “add?”
– Examples?• Minus – do they “detract?”
– Examples?• Zero – are they “neutral?”
– Examples?
• ACTION ITEM – “Do the math.”
Virtual Diversity Blinders
• When you meet someone, if you connect on a similarity, then you only see the similarities and discount the differences.
• On the other hand, if when you meet someone you focus on a difference, then that is all you see and you may miss the similarities.
• ACTION ITEM: Take off your virtual blinders.
“Quality Decision-Making in the Midst of Diversity Tension”
• “Intentionality” – Awareness of “diversity math” can motivate us to act in a manner that values diversity (and inclusion) and contributes to successful outcomes in all of our endeavors.
– For example, strong leaders hire people who are smarter than they are or who have skills that they do not have.
Practice: “The Partnership”
Analyze the proposed “partnership” in this video
Look for evidence of “diversity”
Look for missed opportunities for “inclusion”
Open Discussion
Discussion of the “partnership” proposed in the fable• Do the “diversity math”• How did the “virtual blinders” operate?• Did “diversity” create tension?• What were the missed opportunities for
inclusion?• Should the partnership be pursued?
PTA: Leader/Member Partnerships
Application to work with our Texas PTA colleagues
Who are the “Giraffes” in our organization? Who are the “Elephants” in our organization? Do the “Diversity Math” Do we have virtual blinders? Who should take ballet?
Action Steps
Use our broader definition of “diversity” as a reference point
Strive for “inclusiveness”
Do our “diversity math”
Remove our virtual blinders
How Did We Do?
• To grasp, for purposes of the Texas PTA, a working definition of “diversity”
• To experience how our personal perspectives may affect our understanding of “diversity”
• To be able to use our understanding of “diversity” to work more effectively and inclusively with our Texas PTA colleagues
• What was your “aha” moment? (open discussion)
• Awareness * Understanding * Valuing
• Questions???
In Conclusion
THANK YOU!
Elizabeth A. CampbellPartner & Chief Diversity Officer
Andrews Kurth LLP
600 Travis
Suite 4200
Houston, TX 77002
P: 713.220.4646
F: 713.238.7392
SELECTED BIBLIOGRAPHY AND RESOURCESRoosevelt Thomas Consulting & Training:
www.rthomasconsulting.comAmerican Institute for Managing Diversity:
www.aimd.orgU.S. Census Bureau reports and statistics:
http://quickfacts.census.gov“Managing Hispanic and Latino Employees,” L.E.V.
Nevaer, Berrett-Koehler Publishers (2010)Celebrate Diversity:
ww.celebratediversity.com