There's a rational business case for diversity. Why is it so hard to achieve?
Diversity trainings don't seem to move the needle enough... why? #AnitaBAtlanta #Diversity
An Unusual Approach to Unconscious Bias Training "Make Some Room": Developing an experiential vehicle for people exploring unconscious bias #AnitaBAtlanta #Diversitypic.twitter.com/OXSIMdHdik
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Most diversity training appeals to reason. We started with emotion: "The essential difference between emotion and reaons is that reason leads to conclusions, while emotion leads to action" - neurologist Donald Calne
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What feelings do people have during diversity training? Depends on who you are, e.g. The problem is so deep... what is this training going to do to address it? These emotions do not lead to action!
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Design for emotion: at Second Story, we build immersive experiences in physical space. For this diversity training, we call this approach emotional architecture - what does that emotional arc before & after the training look like?
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Design an experience that facilitates us to the desired emotional arc Design for emotion: Story, space, and interaction
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How do we get people to want to attend diversity training? e.g. intrigue leading ultimately to empowered
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We have to make room for people to process the emotions that were coming up. Tangible expression of the workshop: making the invisible visible
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Statements based on people's real experiences gathered from the colleagues ahead of time. Privilege walk as the cold open of a diversity training with attendees shoulder-to-shoulder. If the statement is expected of you step back and if not step forward.
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We iterated on the device, eventually an iPod with headphones on. After each statement, you hear a colleague talking about a time when that happened and how they felt about it. Can see the impact & hear the personal, specific story
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Varying degress of knowledge about unconscious bias? Tendency to keep the issue at arms length. Quick 101 on science behind unconscious bias.
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We like to think this unconscious bias is not a problem here. Walking the office and seeing listening stations, occupying them slightly differently.
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Rooting the issue to help us realize it *is* happening right here, e.g. hearing a story of bias from a colleague at the conference room where it happened
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Trying to help people get closer to the feeling that the speaker might have had
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On the device, after they listened, they were prompted to describe what the speaker was feeling, not just passively listening. Autocomplete for the emotion words.
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After the office walk, big display of the emotions related to the different clips - emotions that are there under the surface every day! Helped to drive discussion
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At the end of the workshop, asked each person to make one specific personal commitment and how to make the change. Something you have control over that can impact the people around you - empowered
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Some people kept their commitment cards on their desks after the workshop as a reminder. There's some little habit you can do in your environment every day that can help people.
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We collected so many stories where people were sharing things that were difficult to hear. Leadership said they felt it was really important and they wanted everyone in the company to experience this!
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Other geographies are adapting this workshop for use in those offices. Collected stories from those offices to capture their local challenges. There was a great deal of consistency across those cultural boundaries.
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We're opening you up to stories that are actually happening in *your* office. How to measure impact? Recommending and rating the workshop Surveying participants (immediately after, 6 months later)
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Participant reactions? One participant recognized his behavior in the stories he heard. Apologized. Asked advice on how to be a better ally in the future
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The things that make you feel other can feel like a liability. Sometimes that otherness can be an asset, especially when others are willing to invest in that. That's our special sauce!
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Kate Farina & Kathryn Beane just killed it with their presentation and talking us through this novel approach to diversity training - thank you!
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Scaling is obviously an issue. We only train with about 20 people at a time. Trying to figure out how to automate gathering the stories...
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Disrupting bias video on the Make Some Room overview page https://secondstory.com/work/make-some-room …
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Q: How do you keep people from going from intrigued to skeptical? How to keep people more understanding than critiqued? That has happened a few times where people have felt threatened by stories that come up, recognizing the behavior.
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Empathy vs defensiveness? Small group to help people form bonds. Mix of people in the room so there is someone who can speak to what they heard from a different perspective.
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Empathy vs defensiveness? Keeping those headphones on! So it feels more personal hearing your colleague share a vulnerable story. It's a very messy process & creating a space for that.
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Talking honestly about emotions at work? Creating a safe space. Giving people a release valve. Having enough time to process (i.e. 3 hour workshop) & limp across the finish line together.
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Empathy vs defensiveness? It doesn't always work out.
#AnitaBAtlanta#DiversityPrikaži ovu nit - Još 3 druga odgovora
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