Sample Diversity and Inclusion presentation to L & D leadership team

1. Fostering Engagement
Through Diversity and Inclusion
Presentation by
Shera Sever
October 30, 2019

2. Objectives
• To give USCF Learning & OD team a brief sample
of my presentation style.
• To review our shared understanding and best
practices for organizational diversity, inclusion
and engagement.
• To facilitate a brief discussion on how UCSF
Learning & OD is contributing to a culture of
inclusion and engagement.

3. UCSF Commitment
We're committed to building a broadly diverse
community, nurturing a culture that is
welcoming and supportive, and engaging
diverse ideas for the provision of culturally
competent education, discovery, and patient
care ~UCSF Office of Diversity and Outreach

4. Diversity
Diversity refers to the variety of
personal experiences, values and
worldviews that arise from the
differences of culture and
circumstances.
Such variety includes gender,
race, sexual orientation, ethnicity,
religious beliefs, socio-economic
backgrounds, languages,
geographic region and more.
Adapted from : Jaramillo, Klint (19 January, 2017). Introduction to Diversity & Inclusion, UCSF Diversity &
Inclusion Training

5. Barriers to Diversity
• Power and Privilege
• Unconscious biases
• Micro-aggressions
• Media
Have you experienced any of these barriers in the UCSF culture?

6. Inclusion
Inclusion : sense of belonging.
• An environment that promotes
participation and collaboration
from all.
• Inclusive cultures enable others
to be respected and valued for
who they are.
• Degree to which employees feel
part of organizational processes
or part of the “in” group.
(Downey, 2015)
A diverse culture is not necessarily an inclusive culture.
Diversity is the mix. Inclusion is getting the mix to work well together.

7. Inclusion Starts with
Curiosity
• Willingness to learning
about differences
• Humility: Other oriented-
see the value of others
• EQ: Lifelong commitment to
learning, self evaluation and
self critique
• SQ: Ability to develop
partnerships to understand
more deeply
How can we create meaning and value collaborating with others we
view as “different”?

8. Personal Accountability
• Examine your power and
privilege
• Make the unconscious
conscious (identify origin of
judgments and biases)
• Harvard Implicit Bias Test
• Challenge your attitudes and
biases
• Inclusive Language
• Seek Coaching
On going self-examination, growth & commitment to life long learning

9. Building Team & Organizational
Inclusion
• Ongoing, competency-driven training & mentoring
• Action Learning: Examining Real Time Case Studies
• Ongoing dialog: Employee Resource Groups
• Participating in Task Forces, Committees, Councils
• Developing Organizational Partnerships
• Social Learning/Networking
Leveraging Differences by Leveraging Strengths

10. Engagement
Kahn, Dr William A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work,
Academy of Management Journal, 32
• A heightened emotional connection that an
employee feels for his or her organization that
influences him or her to exert great discretionary
effort to their work (Kahn, 1990).
• Individuals making real choices about how much of
their real, personal selves they can reveal and
express in their work
• Meaningfulness in work, psychological safety, and
psychological availability
• People expressing themselves cognitively, physically,
and emotionally in their roles

11. Engagement Drivers
• Respect, Care, Connection, Feedback, Check-Ins,
Recognition
• Understanding and appreciation
Relationship with
Manager
• Mission
• Corporate Responsibility Commitment
• D & I Commitment
Alignment with
Organization
• Career Pathing, Career Development, IDP’s,
Strengths Focused
Career
Development
• Sense of Belonging (Inclusion)
• Autonomy, Creativity, Problem Solving
• Recognition
Contribution
• Information, Team Support, Physical ResourcesResources

12. But wait, there’s more!
Diversity
&
Inclusion
?
Engage
ment

13. Culture of Trust
Diversity
&
Inclusion
Trust
Climate
as cultural
competency
Engage
ment
TRUST
“a psychological state comprising the intention to accept
vulnerability based upon positive expectations of the
intentions or behavior of another” Positive perceptions of
diversity practices will be positively related to a trusting
climate only when employees perceive high levels of
inclusion. (Downey, et, al 2015).

14. Culture of Trust
Diversity
&
Inclusion
Trust
Climate
as cultural
competency
Engage
ment
T – Treat others respectfully, fairly, and consistently
R – Respect and appreciate individual differences in perspectives
and backgrounds
U – Understand and respond to the needs and concerns of others
S – Seek to preserve relationships and strengthen collaboration
even under difficult circumstances
T – Take the responsibility to model ethical behavior and maintain
high standards of personal integrity

15. Engagement through Diversity & Inclusion
SUMMARY
• A diverse culture is not necessarily an Inclusive culture
• Inclusion is an inside job as much as it is collective action
• Life long learning and curiosity nourish cultures of inclusion
• Trust as a leadership competency is implicit to employees
engagement
• On going competency based leadership development, and
other professional training and mentoring contribute to
inclusion and engagement

16. Engagement through Diversity & Inclusion
SUMMARY
• Key engagement drivers include relationship with
manager, recognition contribution, career growth,
autonomy, creativity.
• UCSF is deeply committed to research, excavation
and implementation of best practices in Diversity,
Inclusion and Engagement

17. Discussion
UCSF Learning & OD Initiatives addressing Diversity,
Inclusion and Engagement
• Unconscious Bias Educational Initiative
• Engagement Surveys (Gallup)
• Great People, Great Place
• Building a Culture of Recognition
• Competencies- based leadership
• Addressing Micro-Aggressions
• Intentional Recruitment- Leadership Diversity-Upward
Mobility
• Talent Management- Succession Planning

18. Discussion
UCSF Learning & OD Initiatives addressing Diversity,
Inclusion and Engagement
• Climate Surveys (every 3 yrs)
• Registered Campus Organizations
• Emerging Leaders Fellowships
• Town Halls
• Ambassador Summits
• My UC Career
• Campus Wide Diversity Retreats
• Education on issues for communities of color,
LGBT, women & people with disabilities

19. Discussion
Learning & OD
• What initiatives are you or have you bee directly involved
with that are supporting employee engagement?
• What initiatives are you involved with that are supporting
diversity & inclusion in the UC culture?

20. Unconscious Bias Training
23%
59%
18%
Unconcious Bias Training - UCSF
Faculty
Learners
Staff
12%
8%
80%
Unconscious Bias Training - Faculty
CTSI
Graduate Division
School of Medicine
3%
19%
40%
19%
19%
Unconscious Bias Training - Learners
Multicultural Resource
Center
School of Dentistry
School of Medicine
School of Nursing
School of Pharmacy
9%
49%
8%
7%
4%
23%
Unconscious Bias Training - Staff
CTSI
Human Resources
Multicultural Resource
Center
School of Dentistry
School of Medicine
UCSF ABOG
Data:9/13/13-9/28/15diversity.ucsf.edu
Total = 1330 Total = 307
Total = 778 Total = 245