we16 - courageous conversation on diversity and inclusion
TRANSCRIPT
COURAGEOUS CONVERSATIONS ONDIVERSITY AND INCLUSION
Steve StallBusiness Segment Leader, Culture of InclusionRockwell Automation
October 28, 2016Michele MatthaiDirector, Culture of InclusionRockwell Automation
Session Objectives• Learn about inclusion strategies that work• Practice skills to initiate meaningful dialogue
with men and women around diversity• Reflect and apply learning to your own workplace
challenges• Take away ideas and techniques to build a
culture of inclusion in your own organization
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What Doesn’t Work
Leaving White Men Out | Lack of Business OwnershipViewing Diversity as a Problem | Traditional Programs | Assimilation Culture
What WorksInclusion as a Business Imperative
Understanding Dynamics of Culture: Dominant | Subordinated | Systemic Privilege
Executives that Personalize the Work
Commitment to Dialogue and Action
Courageous Conversations Case Study
What it isWhat it is notStrategic implications and outcomes
Your turn! Courageous Conversations in practice – your turn!!
10
Operating Agreements
1. Choose your own level of participation and disclosure. Accept personal responsibility for getting something out of the session.
2. Listen to understand rather than to respond. Listen for the music, as well as the words.
3. Say what is true for you while being respectful of others. Each person’s perspective adds value to the group.
4. Give yourself and others permission to not make sense. Learning occurs through exploring our confusions and apparent contradictions.
5. Continue to talk about and apply your learning. Share your learning without putting others at risk. Ask for and gain permission before continuing some conversations.
6. Permission to accept or reject anything in this session.
Path Forward Reflection Questions• What is one difficult
conversation I may want to have with others in my organization? (about leadership, diversity, engaging men, etc.?)
• How courageous are the male leaders in my organization and how would I start a conversation with them?
• Who are my allies and how will I engage them?
1.Individual/journal2.Partner work3.Large group
Additional Resources and Contact InformationCatalyst Studies www.catalyst.org
“Calling All White Men: Can Training Help Create Inclusive Workplaces”
“Anatomy of Change: How Inclusive Cultures Evolve”
Contact Information
Michele MatthaiDirector, Culture of InclusionRockwell [email protected]
Steve StallBusiness Segment Leader, Culture of InclusionRockwell [email protected]
THANK YOU