Exploring Inclusion and Its Paradoxes: Toward Truly Engaging …€¦ · Title: Ferdman - Exploring...

Ferdman- SCPDiversityandInclusionWebinar 10/25/2017

Copyright©2017byBernardoM.Ferdman,Ph.D.AllRightsReserved.Pleasedonotdistributeorcopywithoutpermission. 1

WelcometoSCP’sDiversity&InclusionWebinarSeriessponsoredby

Diversity&InclusionCommitteeColleenBastian,Ph.D.&BernardoM.Ferdman,Ph.D.,

co-chairs

Exploring Inclusion and Its Paradoxes: Toward Truly

Engaging Diversity as a Valued Resource in Consulting

and CoachingBERNARDOM.FERDMAN,PH.D.DISTINGUISHEDPROFESSOR, ALL IANT INTERNATIONALUNIVERSITY, SANDIEGO, CA

PRINCIPAL, FERDMANCONSULTING

Diversity&InclusionWebinarSeries,SCPD&ICommittee,October25,2017

Copyright(c)2017BernardoM.Ferdman,Ph.D.Allrightsreserved.



Questionsfortoday:Whatmakesdiversityandinclusion—seeminglysosimple—alsoso complicatedanddifficulttoachieve?

Whataresomeofthekeychallengesandtensionsthatoftenariseas westrivetocreateinclusiveorganizationsandgroups?


Goalfortoday(whydidyoujointhewebinar)?

(typeinchatbox&/or“raisehand”)




DIVERSITY

DIVERSITY AND INCLUSION


POLL:

1. Withregardtodiversity,Iconsidermyselftobe:• anovice• capable(advancedbeginner)• competent• proficient• Expert

2. Withregardtoinclusion,Iconsidermyselftobe:• anovice• capable(advancedbeginner)• competent• proficient• expert




POLL:Whoishere?

Whatareyourcurrentprofessionalroles?• Externalconsultant• Internalconsultant• Executiveorleadershipcoach• Diversity&inclusionspecialist• ODspecialist• Researcher/scholar• Facultymember• Graduatestudent• SCPMember,Fellow,orAffiliate


Whenyouthinkaboutinclusion,whatcomesto

mind?

Awordorveryshortphrase:




Togetthemostofourtimetogether:Befullypresent

Speakforyourself• inyourownvoice• trytofocusonwhat’skeyandwhatreallymatters

Modelrespect&inclusion• listentounderstand• acceptothers’realityastrueforthem• rememberthatimpactmatters– notjustintent

Anythingelse?


Diversity&Inclusion:Howandwhydotheymatter?It’sright

It’srequired

Itconnectsustoourcommunities

Itmakesusbetter&moresuccessful*:◦ Attract,recruit,&retainkeytalent◦ Reducecosts/increasereturns◦ Generatemoreresources&ideas◦ Catalyzeinnovation&creativity◦ Improveresults


*Butonlyundertherightconditions!



“Our lives begin to end the day we become silent about things

that matter.”Rev. Martin Luther King, Jr.

Focus:Diversity&inclusion(strategy,

education,assessment,org.change)Multicultural&inclusiveleadershipIdentity(especiallyLatinos/Latinas)

Intergroupandinterculturalrelations

academic,teacherDistinguishedProfessor,CSPP,

AlliantInternationalUniv.

scholar,writer,researcher

consultant,speaker,facilitator,coachFerdmanConsulting

community&

professionalinvolvement

husband,father,son-in-law,son

AboutMe

Mypassion:helpingtocreateaninclusiveworldwheremoreofuscanbefullyourselves





FrameworksFerdman;Hayles

Individual&InterpersonalPerspectives&Practices

Ferdman&Roberts;Wasserman;Bennett;Gallegos

Organizational&SocietalPerspectives&Practices

Winters;Offermann&Basford;Church,Rotolo,Shull,&Tuller;Booysen;Nishii&Rich;Jonsen&Özbilgin;Mor Barak&Daya

KeyApplicationIssues&DomainsO’Mara;Henderson;Shorter-Gooden;Lukenskmeyer,Yao,&Brown;Richter;Härtel,Appo,&Hart

MovingForwardWheeler;DeNisi;Nkomo;Ferdman&Deane

Moreinformation:http://practiceofinclusion.com

“Thevariedperspectivesandapproachestoworkthatmembersofdifferentidentitygroupsbring.”

D.Thomas&R.Ely,1996

WhatDoWeMeanByDiversity?It’sMorethanNumbers!


“Any collective mixture characterized by differences, similarities, and related tensions and complexities”

Roosevelt Thomas, Jr.



Diversity&InclusionInclusionishowwearewitheachother.It’swhatwedowithourdiversity.

Inclusionisaboutpeople’sexperienceandbehavior.

Inclusionallowsustoreapthebenefitsofdiversity.


“Inclusioninvolvesbothbeingfullyourselvesandallowingotherstobefullythemselvesinthecontextofengagingincommonpursuits.Itmeanscollaboratinginawayinwhichallpartiescanbefullyengagedandsubsumed,andyet,paradoxically,atthesametimebelievethattheyhavenotcompromised,hidden,orgivenupanypartofthemselves.”

Ferdman,2010




Whenwefeelincluded…

ØWecanbefullyourselvesandalsoletothersbefullythemselvesasweengageincommonpursuits

ØWecanworktogether,allfullyengaged– withoutcompromising,hiding,orgivingupvaluedpartsofourselves

ØWecanbefullypresentandmorelikelytocontributeatourbest


Inclusion


SafetyParticipationBelongingComfort

DifferenceUniquenessDevianceDiscomfort



THE CHALLENGE OF INCLUSIONHowmuch,inwhatways,howwelldo

organizations&theirpeoplefullyCONNECT with,ENGAGE with,UTILIZE,BENEFITfrom,andEMPOWER peopleacrossall

typesofdifferences?

THE EXPERIENCE OF INCLUSIONAmI(arewe)safe,trusted,accepted,respected,supported,

valued,fulfilled,engaged,andabletobeauthenticinthisgroupororganization?


ElementsoftheExperienceofInclusion(Ferdman,2014)

Feelingsafe(selfandgroup)

Involvementandengagementintheworkgroup

Feelingrespectedandvalued(selfand

group)

Influenceondecisionmaking

Authenticity/bringingone’swholeselfto

work

Diversityisrecognized,

attendedto,andhonored




Inclusion:ASystemic&DynamicProcess

Source:Ferdman,2014


SystemsofInclusion:AMulti-levelFramework Source:Ferdman,2014




CYCLICAL &DYNAMICPROCESS

ONGOINGPRACTICE:IT’SNEVER DONE!

SYSTEMIC &INTEGRATIVE

CO-CONSTRUCTED

Inclusion:KeyInsights


InclusiveBehavior&Practices:forEVERYONEAcknowledge,connect,andengagewithothers

Listendeeplyandcarefully

Engageabroadrangeofperspectives

Openlyshareinformationandseektransparency

Becurious

Leanintodiscomfort

Increaseyourself-awareness

Bewillingtolearnandbeinfluencedbyothers

Berespectfulanddemonstratefairness

Fosterinterdependence&teamwork


Ferdman,Katz,Letchinger,andThompson,2009



Howdoesleadershipdriveinclusionacrossthesystem?

micro

macro

leadership

micro

macro


Coaching

Leadershipasfulcrum:Twokeyroles

Givemeaningto/translateorganizational-levelprocesses,practices,valuesintoeverydaybehavior&relationships

Givemeaningandvisibilitytoindividualbehavior/experiences;translateintoorganizationallysignificantpatterns


micro

macro



Tofosterinclusion,leaders…Talkaboutinclusion,diversity,andtheirbenefits.

Arecuriousaboutandappreciatedifference;encourageitsexpression.

Supportothersinbeingthemselvesandnothavingtohidevaluedidentities(andmodelthisthemselves).

Helpcreateinclusivepoliciesandpractices,andapplythemfairlyandconsistently.


WHAT ELSE?

Howcancoachingsupportinclusiveleadership?

Self-awareness&authenticity

Conceptual/operationalclarity&vision

Capacityforcomplexity&paradoxicalthinking/behavior


WHAT ELSE?



Howcanconsultingsupportinclusiveleadership?

Buildingandsupportinginclusivesystems

Recommendingbestpracticesfordiversity&inclusion

Inclusiveleadershipdevelopment


WHAT ELSE?

Whatelsemightthepracticeofinclusionmeanforcoaching&consulting?




CoachingandconsultingfromtheperspectiveofinclusionØ Modeling,exploring,supportingself-

awareness,authenticityØ Co-creatinganexperienceandrelationshipof

inclusionØ Framingandrefininggoals(incontext)Ø ProvidingsupportivechallengeØ Influencingandworkingwithandthrough

others


Challengesofinclusion(incoaching&consulting)1. Whatpartofyouridentitydoyourarelytalkaboutatworkbecause

youdon’tfeelit’sincludedinyourworkenvironment?

2. Whendoyoufindyourviewsofinclusionchallenged?

3. Whendoyoudoubtinclusioncanwork?

4. Aroundwhatkindsofdifferencesdoyoufeeldiscomfort?

5. Whatareyourconcernsaboutconnectingandworkingwithpeoplewithwhomyoudisagreeorwhosomehow“pushyourbuttons”?Whatmakesthatharderoreasier?




Whatdiversityorinclusiondilemmas,tensions,orparadoxeshaveyouobservedorexperienced?

Dilemma:asituationinwhichadifficultchoicehastobemadebetweentwoormorealternatives,especiallyequallydesirableorundesirableones.

AorB?

Paradox: a situation, person, or thing that combines contradictory features or qualities


ParadoxesofInclusion1. Self-expressionandidentity:belonging,

absorptionvs.distinctiveness,uniqueness2. Boundariesandnorms:stable,well-definedvs.

shifting,open3. Processgoals:Comfort,preservationof“my”

wayvs.discomfort,mutualinfluence&change

Ferdman,2017




SELF-EXPRESSION AND IDENTITY:Belonging&Absorptionvs.Difference&Uniqueness





SuggestionsforManagingtheParadoxAvoidpolarizingbetweenthetwosides,byunderstandingthatidentitywiththecollectivecanallowfordistinctiveness,andthataffirmationofuniquenesscanstrengthenasenseofauthenticbelonging.

Recognizethat“special”interestandaffinitygroups,servethewholebystrengtheningitsparts.

Understandhowwearealljoinedtogetherinourdifferenceanduniqueness.

Constructmulti-facetedaccountsofcollectiveidentity,applicabletoall,whilerecognizingandaddressingspecifichistories,needs,andaspirations.

Findwaystoaddressbothcollectiveidentityandindividualuniqueness.

Acceptandembraceintergroupprocessesandperspectives,evenwhileemphasizingindividuality.


BOUNDARIES AND NORMSStable&Well-definedvs.Shifting&Open





SuggestionsforManagingtheParadoxRecognizeandowntheparadox,inpart,bynotingourowninternalambivalenceaboutboundariesandnorms.

Engageacrossdifferencesinthespiritoflearningandpossibility.Expecttoengageacrossdifferentapproachesforengagingacrossdifferences.

Understandthatinclusionimpliesbothlooseningboundariesandsimultaneouslyenhancingthem;for"new"or"different"peopletofeelincluded,theoverallcategorymustbeclearyet,atthesametime,mustberedefined.

Understandandcommunicatethatinclusiondoesnotmeantheabsenceoflimits,that“anythinggoes,”orthatthereisanabsolutepossibilitytoquestioneverything.

Co-constructnormsandprocessesforinclusion— withclearparameters—andholdeachotheraccountable.

Createanduserulesfordissentandrule-breaking.

Createacollectivedefinitionofboundarybasedonsharedvalueswhileholdingspacesfordivergentvalues.

Workwiththosepresent,whilemakingspacefornewcomersandtheirpossibledissent.




PROCESS GOALSComfortvs.Discomfort





SuggestionsforManagingtheParadoxUnderstandandacceptthatcomfortalwayshaslimitsandthatself-expressionandself-determinationmusthappeninacollectivecontextofmutualunderstandingandcollaboration.

Engageinongoingdialogueandlearning,bewillingtolearnnewwaystodothingsandtoengagewithothers,andrecognizethatgrowthandlearningareanessentialpartofbeinghuman.

Rememberthatbecomingmoreoneselfrequiresgrowingandlearning,especiallyfromthosewhoareverydifferentorwhomwedonotunderstand.

Promoteandacceptdissent,inthecontextofimprovingandperfectingthesocietyandsystem.

Learntobeabletobeuncomfortable,andtounderstandthatthosewhomwedonotunderstandareimportant.


Rememberthat:

Inclusioninherently involvesdilemmas&paradoxes

Inclusionrequiresattention,intention,andlearning

Inclusioncanbechallengingandevenuncomfortable

Inclusionisrewarding!




ReflectionWhatinsightsemergedforyou?Whatisoneimplicationforyougoingforward?Howmightnotingandmanagingthedilemmasofinclusionaffecthowyouthinkaboutandapproachdiversityissuesinconsultingandcoaching?


Questions,comments,dialogue?




Thankyou!!


References&Resources• Ferdman,B.M.(2010).Teachinginclusionbyexampleandexperience:Creatinganinclusivelearningenvironment.InK.M.Hannum,L.Booysen ,&B.B.McFeeters (Eds.),Leadingacrossdifferences:Casesandperspectives—Facilitator’sguide(pp.37– 50).SanFrancisco:Pfeiffer.

• Ferdman,B.M.(2014).Thepracticeofinclusionindiverseorganizations:towardasystemicandinclusiveframework.InB.M.Ferdman&B.R.Deane(Eds.).Diversityatwork:Thepracticeofinclusion(pp.3-54).SanFrancisco:Jossey-Bass.

• Ferdman,B.M.(2016).IfI’mcomfortabledoesthatmeanI’mincluded?AndifI’mincluded,willInowbecomfortable?InL.M.Roberts,L.P.Wooten,&M.N.Davidson(Eds.),Positiveorganizinginaglobalsociety:Understandingandengagingdifferencesforcapacity-buildingandinclusion(pp.65-70).NewYork:Routledge.

• Ferdman,B.M.(2017).Paradoxesofinclusion:Understandingandmanagingthetensionsofdiversityandmulticulturalism.TheJournalofAppliedBehavioralScience,53(2),235-263.doi:10.1177/0021886317702608

• Ferdman,B.M.(inpress).Incorporatingdiversityandinclusionascorevaluesinorganizationdevelopmentpractice.InD.Jamieson,J.Vogelsang,&A.Church(Eds.),Enactingvalues-basedchange:Organizationdevelopmentinaction.NewYork:PalgraveMacMillan.

• Ferdman,B.M.&Deane,B.R.(Eds.).(2014).Diversityatwork:Thepracticeofinclusion.SanFrancisco:Jossey-Bass.

• Ferdman,B.M.,Katz,J.H.,Letchinger ,E.,&Thompson,C.(2009,March9).Inclusivebehaviorsandpractices:ReportoftheInstituteforInclusion‘sBehaviorTaskForce.PresentationattheInstituteforInclusion4thConference,Arlington,VA.

• Ferdman,B.M.&Roberts,L.M.(2014).Creatinginclusionforoneself:Knowing,acceptingandexpressingone'swholeselfatwork.InB.M.Ferdman&B.Deane(Eds.).Diversityatwork:Thepracticeofinclusion (pp.93-127).SanFrancisco:Jossey-Bass.




BernardoM.Ferdman,Ph.D.Principal,FerdmanConsultingE-mail:[email protected]:http://ferdmanconsulting.comTwitter:@bferdman

DistinguishedProfessorCaliforniaSchoolofProfessionalPsychologyAlliantInternationalUniversitySanDiego,CA92131

Bookwebsite:http://practiceofinclusion.com


http://inclusionatwork.com

Exploring Inclusion and Its Paradoxes: Toward Truly Engaging …€¦ · Title: Ferdman - Exploring...

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