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4-Part Masterclass

DIVERSITY, EQUITY AND INCLUSION

PART 1

Understanding Bias and its forms

PART 2

Generational differences

PART 3

Race and Ethnicity

PART 4

Gender Inequality

TOOLKIT

PART 1

PART 1

Understanding Bias and its forms

Team Discussion

During your 1:1 meeting with your supervisor, department meetings or town hall, create a dialogue by starting to identify which of the bias types outlined in the first part of the masterclass you have observed in your organization.

  • Assess which biases are most likely to affect you (refer to resources in the Quiz section)

  • Make a list of where biases are likely to affect your company.

  • Biases tend to affect who gets hired, who gets promoted, who gets raises and who gets what kind of work, among other things. By knowing where bias is most likely to creep in, you can take steps to ensure that biases are considered when important decisions are made in those areas.

TOOLKIT

11 Prompts to Spot Bias

QUIZ

Take this Harvard’s Implicit Association Test to figure out which of your perceptions are most likely to be influenced by unconscious biases. Armed with that information, you can take proactive steps to address them on a personal basis.

 

PART 2

Generational differences

Team Discussion

At your next department meeting or town hall, have each generation use the flipchart paper to list their ideal work environment for them (allow 5-10 minutes for it).

After groups share their ideas, discuss the following questions:

  • What are the similarities and the differences?

  • What compromises might have to be made in order to achieve a harmonious workplace?

  • What was one thing you learned about different generations about strengths and weaknesses that seem to be common among several of the generational groups?

  • What is one stereotype about your generation that you would like to dispel?

TOOLKIT

What you need to know about each generation

 

PART 3

Gender Inequality

Team Discussion

Below are some of the most common examples of gender biases. During your team meeting, think about what would be your best response to situations like this  should they occur at your workplace. Download the pdf in the TOOLKIT section for prompts and suggestions. 

  • You’re in a meeting and a woman colleague is spoken over or interrupted.

  • You’re on a hiring committee and a colleague rules out a woman of color because she’s “not a good cultural fit.” 

  • Someone suggests that a woman on your team be given a big, high-profile project, and a colleague says, “I don’t think this is a good time for her since she just had a baby.”

  • A manager describes a woman who reports to her as “overly ambitious” when she asks for a promotion.

TOOLKIT

Types of biases women experience and what you can do about it.

 

PART 4

Race and Ethnicity

Team Discussion

At some organizations, executives and leaders avoid talking about race and racism. It’s uncomfortable, may lead to conflict, and calls for skills few of us possess.

We encourage everyone to conduct the following self-assessment:

Task 1: Consider the following statements and select the one that best describes how you feel.

  • I would rather not talk about race/racism.

  • I am very uncomfortable talking about race/racism.

  • I am usually uncomfortable talking about race/racism.

  • I am sometimes uncomfortable talking about race/racism.

  • I am usually comfortable talking about race/racism.

  • I am very comfortable talking about race/racism.

Download the Worksheet in the Toolkit section to continue the exercise

TOOLKIT

Bias Quiz

The online Implicit test, developed by psychologists from Harvard, the University of Washington and the University of Virginia, uses timed questions to unearth unconscious attitudes toward minorities, the elderly, women and other groups.

Starting a Dialogue about Racial Equity