Ohne Titel

Diversity mindset

Implicit Association Test (IAT)

reveal the direction and the amount of bias a person has towards different measures

gender (male–female intelligence); � race (black–white);

skin-tone (light skin–dark skin);

age (young–old);

weight (fat–thin);

countries, (UK–US);

sexuality (gay–straight).

the very point about unconscious bias is that, although it affects our behaviour, we are by its very definition, unaware of this.

a more mature response would be to accept the result (and perhaps retest at a later date) and gain feedback from others on your behaviour in relation to the topic of diversity

Micro-aggressions

brief queries, comments or actions sprinkled throughout day-to-day life that make others – particularly those in marginalised groups – feel bad about themselves.

How to promote a diversity mindset

within the boardroom

Three things you should never do:

ignore it

excuse it

become immobilised by it

Two things you should always do:

address it;

communicate with those involved.

One thing you need to decide:

address it now or

address later.

Other actions:

- measure one's bias using IAT;

- Get to know each board director personally beyond board meetings

- Lead and sponsor diversity initiatives;

- Avoid making jokes

The actions that a particular director may take will also be dependent on whether they are in the majority or minority grouping

Majority (suffer from advantage blindness): own your own prejudice and bias, emphasize and connect with people.

Minority: develop as a more competent negotiator (be consistent, invest yourself in argument, have autonomy in conversations, use fairness to your advantage)

outside boardroom

Step 1. - what level of diversity exists within an organisation to start with.

2. Step 2. - agree which types of diversity are required, and then measure, monitor and manage them over time;

Step 3. - recognise the costs associated of introducing diversity

Step 4. - creating a mentoring culture

Step 5. - implementing evidence-based diversity methods (e.g. anonymised CVs)