dr. kedrick b. perry director of diversity & outreach€¦ · be conscious of body language and...

A Science & Technology Center

Cultivating a Climate of Inclusive Excellence

Dr. Kedrick B. Perry

Director of Diversity & Outreach


Outline

Perception

Diversity

Inclusion

Equity

Unconscious Bias

Microaggressions

8/15/2017 2016 Annual Retreat


E3S Mission

To enable a radical reduction in energy consumption in electronic devices:

Research to lead to fundamentally new science;

Educate a diverse generation of scientists, engineers, and technicians;

Promote the application of the Center’s research outcomes.

2016 Annual Retreat 8/15/2017


This talk…

IS…

A general survey

Introspective

An opening

IS NOT…

A panacea

Combative

About changing you

A problem

2016 Annual Retreat8/15/2017


Basic Ground Rules

Listen with an open mind and speak with and open heart

Speak from your own experience instead of generalizing

Do not be afraid to respectfully challenge one another by asking questions, but refrain from personal attacks -- focus on ideas.

The goal is not to agree -- it is to gain a deeper understanding.

Be conscious of body language and nonverbal responses -- they can be as disrespectful as words.

It’s okay if you don’t have the answers



Some Facts

By 2042, people of color will comprise more than 50% of the US population*

By 2050, 1 in 5 people living in the US will be Hispanic*

20% of Americans are affected by disabilities*

Women now earn the majority of college degrees but still make 78% of what a man makes

9 million LGBT individuals are estimated to live in the US (Williams Institute, 2014)

20% of people have experienced discrimination in their organization

Inclusive organizations have higher engagement which leads to increases in performance and productivity (Coffey, 2008)

(*US Census Bureau)



Perception

What is perception?

A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment

Why is it important?

“Because people’s behavior is based on their perception of what reality is, not on reality itself. The world that is perceived is the world that is behaviorally important.”

• (Robbins & Judge, 2009)



Perception



Perceptual Scenario

Imagine you are witnessing a prehistoric scene in a cave, where a group is gathered around a glowing fire.

One of the group picks up a piece of charcoal and goes over to the wall and begins drawing.

Suddenly, shapes of animals and humans are drawn, and a new form of human communication begins.

Can you see it?



Our perceptions are

reinforced by what

we’ve been taught…



Diversity

Lack of diversity in STEM is a persistent problem

Talented minds that haven’t been reached; perspectives that are missing

NSF: “transform STEM so that it is fully and widely inclusive”

“Diversity — of thought, perspective, and experience — is essential for excellence in research and innovation in science and engineering.” –France Cordova, NSF director



Common Definitions of Diversity

“The individual qualities, characteristics, customs, values and beliefs that are products of our background and which distinguish each of us as unique.”

“The mosaic of people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the groups and organizations with which they interact.”

“The collective mixture of differences and similarities that includes individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors.”



What is Diversity…



What Diversity is not…

Equal Employment Opportunity (EEO)

“… laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.”

Affirmative Action

“…policies that an institution or organization actively engages in efforts to improve opportunities for historically excluded groups in American society. Affirmative action policies often focus on employment and education. In institutions of higher education, affirmative action refers to admission policies that provide equal access to education for those groups that have been historically excluded or underrepresented, such as women and minorities.”

• (Mathis, 2014)



Defining Inclusion

The process of valuing all individuals and leveraging their diverse talent, not in spite of their differences, but because of them

Inclusive excellence is an active process through which E3S can achieve excellence in learning, teaching, development, functioning, and engagement.



Organizational Inclusion

Equity of Practice

Extent to which E3S provides just and equitable treatment

Center Culture

Extent to which culture avoids assimilationist tactics and is open to learning from multiple sources

Participation

Extent to which E3S draws upon diverse streams of knowledge and experience for planning and operations



“Diversity is the mix; Inclusion is making the mix work.”



E3S Diversity & Inclusion Goals

Increase the representation of women, underrepresented groups, and those with disabilities

Identify and address any barriers to success

Open-minded

Increased student engagement

Ensure that ALL students are supported and feel they can fully participate in the Center

Remain conscious of diversity and inclusion in Center related activities


“We all should know that diversity makes for a rich tapestry,

and we must understand that all the threads of the

tapestry are equal in value…”

–Maya Angelou


Benefits of E3S Diversity & Inclusion

Improved understanding

Multiple perspectives

Better performance outcomes

Increased morale

Increased participation • (WDP, 2001)



Equality vs Equity

Equality = sameness

Can only work if everyone starts from the same place

Equity = fairness

Sometimes our differences and/or history can create barriers to participation, so we must first ensure equity before we can enjoy equality



Unconscious Bias

Our attitudes toward ethnicity, gender, sexual orientation, etc., operate at two levels:

1) Conscious: what we choose to believe

2) Unconscious: immediate, automatic associations that come out before we’ve had time to think

--

Bias: inclination for/against particular person, thing, or viewpoint



Defining Unconscious Bias

Unconscious bias refers to attitudes or stereotypes that affect our understanding, actions and decisions in an unconscious manner (Coffey, 2008)

We all have biases. They can be positive or negative. And oftentimes we are unaware of them i.e. hidden/implicit biases.



The Color TestPLEASE STATE THE COLOR OF THE TEXT

YELLOW BLUE ORANGE

BLACK RED GREEN

PURPLE YELLOW RED

ORANGE GREEN BLACK

BLUE RED PURPLE

GREEN BLUE ORANGE



THE DOG



Unconscious Bias Continued

Originates from our organic tendency to make associations to “organize our social worlds”

– Ross, 2008

Most believe they hold fewer biases than their peers

Barrier to equality/equity matrix



“…even though we believe we see and treat people as

equals, hidden biases may still influence our perceptions

and actions.”

Recruit students or faculty candidates

Mentor

Listen

Interact



“Just because we are unaware of our Unconscious Bias does not mean we are

absolved of our responsibility to manage it. Nor does it mean that the impact on our personal success, the success of our colleagues or the success of the organization is any less real or

profound. It’s quite the opposite, actually. When Unconscious Bias goes unidentified or

unmanaged, the impact is literally immeasurable.” –KG LLC



Eliminating Bias


Once we become

aware we have biases

and “own” them,

we have the power to

change our mind.


Affirmative Introspection

Awareness of self/what makes you tick

Understanding your core philosophy/values, preferences, world views

Being cognizant of your biases and assumptions that influence your attitudes/decisions



Microaggressions

Microaggressions are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership (Sue, 2007)

These messages may be sent verbally ("You speak good English."), nonverbally (clutching one's purse more tightly) or environmentally (symbols like the confederate flag or using American Indian mascots).



Microaggressions continued

Getting perpetrators to realize that they are acting in a biased manner is a monumental task because:

(a) on a conscious level they see themselves as fair minded individuals who would never consciously discriminate,

(b) they are genuinely not aware of their biases, and

(c) their self image of being "a good moral human being" is assailed if

they realize and acknowledge that they possess biased thoughts, attitudes and feelings that harm the marginalized (Sue, 2010)



3 Types of Microaggressions

1. Microassaults

2. Microinsults

3. Microinvalidation



Detrimental Impact of Microaggressions

Psychological effects

Anxiety

Depressive symptoms

Self-esteem

Academic effects

Lower feelings of belonging

Lack of confidence in abilities Poor performance

Disidentification with field



Combating Microaggressions…

1) Recognize they can occur on a daily basis

2) Foster environments where you can openly discuss them

3) If you have made a microaggressive statement, acknowledge it

4) Recognize that many microaggressions are often unintentional



“Ultimately, America's

answer to the intolerant

man is diversity.”

— Robert Kennedy



Breakout Sessions

1. Is there really value in having a diverse team? Discuss.

2. How can E3S attract more women, underrepresented minorities, and those with disabilities? What strategies have worked for you? Which ones are least effective? What are the barriers?

3. Does your department and/or institution have a commitment to diversity and inclusion? Explain.

4. What can we do to build a lasting diversity and inclusion legacy at E3S?


dr. kedrick b. perry director of diversity & outreach€¦ · be conscious of body language and...

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