Human Facets - Making a World of Difference

2010-05-15T20:46:00.000-07:00

Unconscious bias is the new leading edge on the Diversity and Inclusion journey. Despite all of the strategic sessions and training dollars spent on this topic, not to mention the discrimination cases, there is still a glass ceiling and discrimination continues to exist. Human Facets latest assessment, Cognizant, explores unconscious bias at both an individual and group level. You can download the PDF files on the Human Facets home page for more information.

There is a price to be paid for ignoring the impact of unconscious bias as the companies listed below can attest.

"Unconscious bias is increasingly being used in employment litigation to prove discrimination. Unconscious bias has been a central issue in Dukes v. Wal-Mart Stores, Inc., the largest class action discrimination lawsuit in history in which two million women are suing Wal-Mart for gender discrimination. The Court’s receptivity to unconscious bias arguments in the Home Depot class action and the FedEx class action resulted in those cases settling for huge amounts, $87.5 million and $53.5 million respectively. Unconscious bias is being raised in class actions against several other Fortune 500 companies such as Best Buy, Johnson & Johnson, Cargill, Merrill Lynch, General Electric, American Express, MetLife, and Morgan Stanley.

There is considerable debate about whether and to what extent unconscious bias affects employment decisions. To date, employers appear to handling the issue by claiming that unconscious bias does not exist. Perhaps, employers should learn from Wal-Mart, Home Depot, FedEx, and Walgreens (i.e., companies who failed in their arguments that unconscious bias does not exist) and instead, audit their processes to ensure that unconscious bias is not at work in their companies." Ballard, www.articleco.com

Let Human Facets help you to unravel the complexities of unconscious bias and provide your leadership team and key players with the leverage of increased consciousness on this topic.

Cognizant - The Diversity & Inclusion MRI

2010-04-07T08:05:00.000-07:00

Imagine being able to show your leadership team, HR team or Employee Affinity groups the impact of their conscious and unconscious preferences and biases. This graphic is a sample of a leadership team's perceptions of gender differences in their workplace. For more information on Cognizant and the impact it can have on your Diversity and Inclusion journey please email info@humanfacets.com

Make it a perfect 10

2010-01-02T17:59:00.000-08:00

Someone said that to me recently. "Make it a perfect 10". At first I was taken aback. What were they telling me. Was it a reference to Bo Derek? Did I need to improve my golf handicap or had I already achieved 9 of something and was, unknown to me, missing the elusive tenth.

I quickly regrouped, realizing she was wishing me a Happy New Year and wanting me to have a perfect 2010. What a nice thought. What would a perfect 2010 look like I wondered. Apart from the usual good health, weight loss, happiness and prosperity was there something else? I have a long list of items I could fit into each of these categories and my goal this year is to plan the work and work the plan. Focus, focus, focus. But that also got me to thinking about the bigger issues; the ones I have less control over and can only hope to influence by the butterfly effect and six degrees of separation. If I could wave a magic wand and create the perfect 2010, it would be a world without hatred, corruption and violence; a world where people rebuild a sense of community, where neighbors care and strangers are not strangers for long; where respect is reborn and love shines across the globe. A world where glass ceilings are shattered, glass walls are removed and bias and prejudice are things of the past. A world where technology is used only to enhance our quality of life and where ethics and integrity are as important as breathing.

Now, where was I? Oh yes, it is January 2nd; reality calls and it is time to get back to working on all the things that need attention - just like my golf handicap, nothing ever improves unless I work on it.

If you can't have a perfect 10, then at least don't contribute to making it imperfect for yourself or others around you.
Happy New Year

Happy holidays - or not?

2009-11-21T20:22:00.000-08:00

The holiday season is upon us and many of us are getting ready to wish each other a "Happy Holiday". In recent years we have learned that this is the politically correct way to wish each other seasons greetings. It is designed to ensure that we offend no one. In a season where we will be offered lots of tasty morsels to whet our appetite and please our palate, I would like to offer another perspective for your consideration. Political correctness is not the answer or the end point; it is a step on the journey. Using politically correct statements may be a step in the right direction, but it can also leave people feeling inauthentic, empty and incomplete. It is a bandaid solution; it solves very little and merely mirrors the problem of treating the symptom rather than the cause.

If you believe in the concept of embedding inclusion and creating a diversity sensitive work place, then logically you would agree that you need to honor all differences. That means not invalidating one culture in favor of others; it means ensuring that all of our differences can be fully present in a respectful and caring manner. If we are really striving for inclusion and respect for each others differences, then the Christmas tree should be able to peacefully coexist right along side the Menorah and the Kwanzaa candles. When Chinese New Year, Ramadam, Diwali or any other religious or cultural celebration comes along, we should do the work that it takes to educate ourselves and be suitably knowledgeable and appropriate in our greetings and respect.

Yes, it takes work; it means we need to cut each other some slack; we have to educate ourselves not only about other people, but about other people's beliefs, religions and cultures. We need to know what the difference is between Rosh Hoshanah, Yom Kippur and Hannukah; we need to know what is involved in Ramadan and why it does not fall on the same date every year; we need to learn why 2010 will be the Year of the Tiger and what is involved in the Festival of Lights for Diwali. If we became comfortable with all of these differences, it would be a natural and easy next step to be respectful and greet each other with the religiously or culturally appropriate greeting and not act as if there were no differences. Happy holidays is a symbolic first step towards blandness; it is not representative of the salad bowl, the fruit salad, the vase of flowers, or whatever metaphor you care to use to espouse support for the celebration of our differences.

Food for thought (or indigestion) and another example of how much we still have to talk about on this complex journey towards Diversity and Inclusion. I wish you and yours a happy, healthy and prosperous 2010. Oh, that's right; we did not discuss New Year traditions, but being from Scotland I have lots of canny stories to tell. Most of them involve whisky, coal and salt, and celebrating from midnight on December 31st till January 25th (Rabbie Burns night). Like I said, so much to learn. Happy Hogmanay. Lang may yer lum reek.

Last Lecture

2009-09-21T13:28:00.000-07:00

Tomorrow, September 22nd, I will be delivering the Last Lecture at Nova SE University; speaking on the meaning of life, what kind of legacy I want to leave etc. and it made me wonder what you would say if you were asked to speak about your legacy? What difference do you want to make in the world? Are you working on your passion already or are you just marking time?
What have you done to enhance diversity and inclusion recently?

Susan Boyle

2009-06-07T18:14:00.000-07:00

What does Susan Boyle, a middle aged white woman from Scotland, who has catapulted from obscurity to fame overnight, have to do with diversity and inclusion? Seven weeks ago the judges and the audience on Britain's Got Talent all rolled their eyes and laughed as she stood on stage. No one believed she had talent. They stopped laughing when she started to sing. They rose to their feet in wild applause as her dulcet tones raised the roof of the theater. The judges eyes were wide with delight and amazement and they told her that they had misjudged her. 150 million You Tube clicks later she is a household name around the world. We all know the old adage "Don't judge a book by its cover", but how often do we judge others based on what we see, without taking the time to know who they are? How often do we make assumptions about someone based on their appearance, skin color or group membership, without exploring our own biases and closed mindedness. What you think you see is only part of the story. Read more on the article below "Washing your windows?".........

Washing your windows

2009-06-07T18:13:00.000-07:00

Someone recently sent me an email with a morality story....you know, the ones that you have to forward to seven people within seven minutes. I usually don't pass them on, but I liked the message in this one so I thought I would share it with you. A recently married young couple move in to a new neighborhood and the wife notices the neighbor's laundry hanging outside in the breeze. She comments to her husband that someone needs to teach her neighbor how to wash clothes as her laundry is not clean enough. Her husband says nothing. Each week the wife complains about the neighbors laundry until one day she comes down to breakfast and notices a change. She tells her husband that "finally, someone must have taught her how to clean her clothes properly". Her husband looks up from his newspaper and says "I came down early this morning and washed the windows". When did you last wash your windows? What we think we are seeing is merely a socially constructed story that we convince ourselves is correct. Valuing differences is a living, breathing ongoing challenge, not a conceptual theory. We need to constantly check our attitude towards others. What is your inner voice telling you and is it congruent with what is coming out of your mouth? Do you say one thing and think another. Are you judging people based on their appearance? Do you favor people who look and think like you and not give others a chance. Who is on your radar screen and who is on your peripheral vision? What stories do you tell yourself about those on the periphery? If you washed your windows and looked again, would the view be different?

Millenial matters...

2009-06-07T18:12:00.000-07:00

Much has been written about the Millenials and their strong desire to be independent. It is said that they are only loyal to themselves, self absorbed, entitled and challenging to manage. They have a short attention span, are looking to be entertained while at work and have a high need for power, while at the same time demonstrating an equally high disregard for authority. Millenials are said to suffer from ADS - Attention Deficit Syndrome. If you do not capture and hold their attention in the first few mintues, or maybe seconds, they are on to the next adventure. Their thumbs do the talking and they send text messages faster than you can think. The Blackberry Prayer is their constant companion and asking them to switch off their phones is like asking them to cut off their right arm. This description leaves many Baby Boomers shaking their heads in despair. What is the world coming to?

Technology is advancing exponentially and Baby Boomers who hope (or need) to survive in today's business world will require to not only come to terms with twittering, tweets and what having a second life means, but also to rise to the challenge of creatively partnering with the next generation. America stands at a critical crossroads - we have all but lost our manufacturing base, the recession is eating our lunch, world demographics are shifting the power bases, globality and all that it means is upon us and we need all hands on deck, pulling in the same direction. This is not the time to lament our generational differences, but rather it is the time to team up and synergistically work out how we can be the best we can be, despite our age differences.

La diversidad esta por todas partes, pero la inclusion no esta

2009-06-07T18:11:00.000-07:00

For those of us who are not bi-lingual or multi-lingual the headline reads "Diversity is everywhere, but inclusion is not". We only have to watch the constant Cable chatter to know that we are a LONG way from being an inclusive society. The nomination of Sonia Sotomayor for the Supreme Court this week has unleashed a veritable tirade of racist comments from some predicable and not so predictable sources.

It is the 21st Century; we are the most advanced and the most diverse society in the world and yet we are deluged daily by the espousal of divisive rhetoric in the interest of publicity and television ratings. Being inclusive does not always mean we have to agree with each other, but it should mean that we can come to the table in civilized and respectful dialog without the need for negative labels and name calling.

Globalization and Globality

2009-03-23T09:22:00.000-07:00

Do you know the difference between Globalization and Globality? Globality is the next stage after Globalization and is already upon us. Check out a new book from the Boston Consulting Group entitled "Globality" click here for more information Going global is no longer a choice - the train has left the station and globality is a must for survival. We only have to watch what is happening to the world economy to realize that we are indeed all inextricably connected. It brings new meaning to "six degrees of separation". What does all of this mean for your business?Are you as up to date on this concept as you need to be?

Truth from the Diversity Trenches

2009-03-23T09:17:00.000-07:00

Truth from the Diversity Trenches

Why is it so difficult for us to discuss Race in America? Corporate America began working on Diversity & Inclusion in 1980, just after the publication of the Hudson Institute Report. That report told us that there would be a change in the demographics of the labor force, with more diversity and less white males. We stepped up to the plate and began the journey to understand our differences. Since 1980 we have implemented elegant strategies, imposed new laws, paid huge fines for indiscretions, trained countless numbers in diversity awareness, applied metrics where we could find them, won awards for our efforts, been listed as the Best Company to work for, named as the benchmark company to follow, and yet, we still seem nervous of having an authentic conversation about race.

Perhaps we can find the answer to this paradox embedded in our cultural tendency towards impatience. We are a nation of soundbites, early bird specials, happy hours and 30 second marketing slogans. We want things to happen fast and we lose patience when they drag on. We are always looking for the new leading edge of diversity. Race is an old topic, we did that in the 80's. We seek new and exciting topics to address, such as the Generational Gap, Globalization, and the Graying of America, and new topics will continue to emerge. Globality is creeping over the horizon, Nationality challenges are being addressed by Global companies who want to ensure that they use local talent at the top around the world, and we have not even begun to explore the impact of secular and non-secular differences in a global marketplace. On GLBT issues we are still tentatively exploring the G, with an occasional glance at the L and have our eyes diverted from the BT; so we certainly know there is more work to do there.

In this era of Alternative Energy and Sustainability, recycling is a good thing. Perhaps it is time for us to recycle back around and ask ourselves if our work on Race (and Gender) are really as "old hat" as we think they are. Are there conversations we could still have with each other; conversations that would not only enhance relationships but would accelerate our competitiveness as a Nation. After all, we are much more sophisticated in our communication across differences today than we were in 1980, so perhaps if we applied these new skills with a determination to stay in the dialog, then Corporate America could once again be the trendsetters in moving the national consciousness away from cowardice and towards courage, creativity and accelerated productivity.

R - Reach out across differences
A - Activate authentic dialog
C - Communicate for understanding
E - Engage in building stronger alliances across Racial lines

THE RUBIK CUBE and the SISTERHOOD

2009-02-03T18:46:00.000-08:00

Did you know that there are 43,252,003,274,489,856,000 possible variations to solving the rubik cube. That is 43 quitllion, 252 quadrillion, 3 trillion, 274 billion, 489 million+ variations. (source: www.metacafe.com) These numbers can only be calculated by a super computer, in n-dimensional hyperspace. In other words, the human mind cannot possibly comprehend or grasp the vastness of that challenge.

I believe the same is true of the complex challenges we face when trying to crack or remove the glass ceiling for diverse groups. There are just as many variables. One of the variables that is not given enough attention on our Diversity & Inclusion journey are the glass walls we raise within and between groups. We cannot focus our energy fully on the glass ceiling because we are too busy exercising our attitudes and beliefs towards people in other groups and people in our own group.

It is an open secret that when a woman gets promoted it is often other women who criticize her and question how she got there; perhaps going so far as to say "I don't like to report to a woman". It is perhaps not so well understood that that same phenomena, known as "internalized oppression" is alive and not well in all groups. African Americans, Latinos, Asians, and GLBT all have their own version of this exclusionary behavior. Whether the argument is about the color line or the use of derogatory self deprecating language within the group, all of these factors serve to keep us focused horizontally and not vertically. We are collectively, and albeit unconsciously, colluding in a process that prevents us making more progress. As Willie Lynch told the slave-owners 300 years ago "turn them against themselves and you will have control of them for years to come".

Human Facets consultants have expertise in addressing this complex phenomenon. If you are interested in discussing this further please contact me at the email address listed below. I believe passionately that this is the next frontier. Join me in overcoming it.

FORGET THE GLASS CEILING...at least for now

2009-02-03T18:43:00.000-08:00

We have been working on the challenges of breaking the Glass Ceiling for many years and yet, I am sure you would agree, we are still a long way from having achieved our goals.

I want to suggest another frontier that I believe will offer an accelerated route to breaking through the glass ceiling. Remove the GLASS WALLS and the Glass Ceiling will crack faster. If you think about the architectural structure of a building you would normally build the walls first and then add the ceiling/roof. Conversely, if you were to dismantle that building you would take off the roof and then remove the walls. On the other hand, if you wanted faster progress, removing the walls first would certainly bring the ceiling tumbling down faster. Metaphor can only take us so far, but I am sure you catch my drift. We have work to do on the walls we have built between us both within diverse groups and across groups. Read my next blog ..."The Rubik Cube and the Sisterhood" for a roadmap on how to reframe this journey.

To bail out or not to bail out, that is the question?

2009-01-09T10:10:00.000-08:00

With so many groups asking for a bail out, I am frequently being asked whether I think Corporations will bail out on their Diversity Initiatives?

One argument put forward in the conversation is that the economy is so bad that of course companies will be cutting back and diversity training will be the first to go.

The other argument is that with the Inauguration of Barack Obama, our first African American President, that the spotlight will intensify on diversity.

The Inauguration and the state of the economy notwithstanding, Global inclusion and diversity are not going away and in fact, the smart companies know that it will be more imperative than ever for them to manage their diverse workforce to maximize productivity and profits. Multi-cultural marketing is an essential part of business success today and recruiting the right people; appealing to a diverse employee and customer base is the bedrock of any successful business.

It is very tempting when funds are tight to cut the Training & Development budget and to take all of the "softer" management projects off the table, but Diversity & Inclusion should not be on your list of cuts.

Look at the challenges ahead of us - world demographics are shifting, with China and India becoming the growing economies, Europe is shrinking and while the USA demographic will increase in the next 20 years, it will not grow to the same extent as the Asia Pacific region. The fastest growing language in the world today is Mandarin, not Spanish

The need for us to understand the global economy in which we function, to pull together as a diverse nation and to work our way back to being the World economic leader is mission critical. In order to accomplish this we cannot take our eye off the Diversity & Inclusion ball and that is why smart companies will continue to support their diversity initiatives. Are you one of them?

The illusion of moving beyond

2008-03-29T05:17:00.000-07:00

Achieving global inclusion and understanding diversity is a journey and not an end point.

Nowhere was this more evident than in the recent USA Election Primary Season. Race, Gender, Age, Religion, Culture, Ethnicity were very much present in the day to day discussions between the candidates, the supporters and the media. Candidates have spent time and money persuading us to vote for them and while we want them to talk about issues, THE ISSUE, keeps tripping them up. Corporations have spent millions of dollars doing diversity work and yet the issues persist; resentments, prejudice, biases are alive and not well. Leakage will always occur when unresolved issues are living under the surface.

The answer is both simple and at the same time complex and challenging. What we resist persists. While we have done much to make progress with global inclusion and diversity, we have not done enough. We need to ensure that we are having real and authentic conversations about all of these difficult topics. Power Point slides, talking heads and training videos can only go so far. What we need is to be able to really talk to each other, and more importantly, hear each other by listening openly with non judgmental ears.

Human Facets uses an experiential design process that is uniquely designed to allow people to have authentic conversation and to walk away with multiple aha moments that they can use immediately.

The Diversity Challenge - an innovative new approach

2008-02-21T09:04:00.000-08:00

Are you looking for something new and innovative to introduce to your employees and your leadership team? Something that will put a twinkle in their eyes, add fun and a competitive edge to their work on diversity and inclusion? Stop them from saying "we've already done diversity"!

I was in Sydney, Australia in July 2007 and found the best product I have ever seen on Diversity and Inclusion. It is really well done; well researched and always kept up to date. It provides Diversity Managers with all of the tools they need to inspire involvement and change in their organization. What is this product?

It is "The Diversity Challenge" and I am the USA and UK representative for this product. If you would like to be on the leading edge of diversity change and implementation and want to know more, please email me at drhelenturnbull@aol.com and I will be happy to provide you with a brochure and set up a web conference demo. You will not be disappointed.

Engaging White Women

2008-02-17T17:06:00.000-08:00

Have you ever wondered if there is a hierarchy of biases? Do you think there are groups that find it easier to communicate with each other and groups that think there is little hope of authentic conversation and clear understanding? Do you sometimes wonder how people can be so blind to the issues?

I recently facilitated a wonderful workshop called "Engaging White Women". The workshop was designed to improve understanding between white women and Women of Color, particularly between Black and White women. We had an amazing experience together and one of the things we discussed was that the tensions between black and white women goes pretty much unnoticed in Corporate America (expect by the women directly affected, and in particular, by black women). Why is that? White women who choose to get involved in diversity believe they are doing their best to work on the issues; however black women see them as the "new gatekeepers".

If you would like to learn more about this topic and have an interest in creating authentic conversations that move the global inclusion and diversity conversation forward, then contact me at drhelenturnbull@aol.com

10 tips to improve diversity training

2007-05-26T10:27:00.000-07:00

Ensure commitment and involvement from the Leadership team
Conduct a cultural audit to determine what issues need addressing
Conduct focus groups with homogenous groups (not heterogeneous groups)
Provide cultural audit results and involve the leadership in developing a strategic approach to creating an inclusive work environment
Use a well established and reputable diversity consulting expert to design, develop and implement your diversity training. You can use internal facilitators later.
Ensure that the diversity training is clearly aligned to the findings from the cultural audit and is congruent with your goals for an inclusive environment
Use an experiential learning model for diversity workshops and not power point and lecture.
Avoid the sheep dip approach to training and offer more than 2 hour modules replete with power point slides
Involve the Leadership Team and the Diversity networks in the early pilots of the program
Ensure that there is a Change Management strategy in place that supports the training so that participants can see real change and not just check mark syndrome.

3 Tips for successful mentoring across cultures

2007-05-18T21:53:00.000-07:00

Mentoring across gender and across cultural differences can have hidden challenges. It is natural to want to mentor people in our own image, but it is important to realize that when you are mentoring someone of a different Race, Ethnicity or Gender that you need to take account of that difference.

1. Have an open discussion about cultural differences as part of the mentoring process.
2. Be willing to learn about your mentee's world and really hear their perspective
3. Understand the culturally different values that your mentee brings to the table.

Contact me at drhelenturnbull@aol.com for more information.

6 secrets to achieving global inclusiveness

2007-05-17T06:33:00.000-07:00

If you want to be sure that the dollars you spend on global inclusiveness and diversity are well invested you should

1. Ensure commitment and involvement of your senior leadership

2. Conduct a cultural audit using an external consulting firm to determine what issues really need to be addressed

3. Only conduct global inclusiveness training if it is a direct need from the cultural audit and is customized to fit your culture.

4. Avoid sheep dipping - ensure that the change management goals and the diversity training are congruent and that your employees can see evidence that you are serious about changing the culture.

5. Ensure that you remain sensitive to the needs of each global region

6. Ask tough questions about what the dominant culture groups are able and willing to change - inclusiveness is not a one way street.

Unconscious bias

2007-05-12T14:34:00.000-07:00

Is your Corporation looking for the next "right" thing to do on diversity and global inclusiveness?
Are you still wondering how you can persuade people they have work to do on their own biases?

Are you tired of spending money on diversity training and not seeing any real change in the organization?

What if you had an assessment tool that would enable you to customize it to not only fit your company culture but focus directly on the issues that are pertinent to your diversity goals.

The ISM Profile (Inclusion Skills Measurement) is an online 360 degree assessment tool uniquely designed to help your employees identify the skills gaps. The program provides feedback, insights and tips for improvement. For more information click on the link on the Human Facets home page.