4-Part Masterclass
DIVERSITY, EQUITY AND INCLUSION
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.
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Assess which biases are most likely to affect you (refer to resources in the Quiz section)
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Make a list of where biases are likely to affect your company.
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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).
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After groups share their ideas, discuss the following questions:
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What are the similarities and the differences?
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What compromises might have to be made in order to achieve a harmonious workplace?
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What was one thing you learned about different generations about strengths and weaknesses that seem to be common among several of the generational groups?
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What is one stereotype about your generation that you would like to dispel?
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.
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You’re in a meeting and a woman colleague is spoken over or interrupted.
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You’re on a hiring committee and a colleague rules out a woman of color because she’s “not a good cultural fit.”
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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.”
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A manager describes a woman who reports to her as “overly ambitious” when she asks for a promotion.
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.
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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.
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I would rather not talk about race/racism.
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I am very uncomfortable talking about race/racism.
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I am usually uncomfortable talking about race/racism.
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I am sometimes uncomfortable talking about race/racism.
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I am usually comfortable talking about race/racism.
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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.