This past week I was finally able to check another item off my bucket list…North Cascades National Park. I’ve been intrigued by this destination after scrolling through lots of pictures from various sources and also learning that it is one of the least visited national parks. The lack of crowds was a definite draw. And needless to say, North Cascades National Park did not disappoint on either point.
The drive from Portland took about seven and a half hours and I drove through areas I have never seen before such as Yakima and Wenatchee. These areas seems to be an agricultural hub and were beautiful in their own right.
North Cascades National Park is known as the American Alps and I would say that name fits this stunning scenic area. The vistas, valleys and mountains were just incredible. I chose to stay in Winthrop, a small town holding on to it’s mining façade with enough shops and restaurants to provide options for a multi-day stay. Just driving on the North Cascades Highway (Hwy 20) is reward enough for the long drive to get to this amazing area.
Along Highway 20 are several overlooks and you should stop at EVERY SINGLE ONE. The Washington Pass Observation site is the first one heading west on Highway 20. It allows you to appreciate the magnitude of the mountains and the valley and if you are afraid of heights, get ready to be scared!
Next I hiked Rainy Lake, which is an very easy, but very rewarding hike. The path is easy, groomed and ends at a stunning alpine lake. Next stop was the Diablo Lake Vista Point and driving over the Diablo Dam. Equally stunning is the Gorge Lake Overlook and the suspension bridges to the Trail of the Cedars and Ladder Creek Falls.
The final jaunt of the day was hiking Blue Lake. This was a five mile hike with a little elevation. As we were climbing, hikers coming down spoke excitedly about the mountain goats at the lake. I have yet to see any animals during all my years of hiking so was thrilled to think I was finally going to see an animal in the wild! When we reached the incredibly blue and clear lake, there were no goats to be seen. I am guessing too many people had already seen the goats and they likely went to higher elevation to be left alone. Nonetheless the lake was incredible.
On the last mile of my descent, I tripped over a large rock and fell and hit my left knee very hard. That ended hiking for the day and the following day. The three hikes I had earmarked for the next day did not happen…sadly. Oh well, I guess it means I will need to return at some point. Regardless NCNP should not be missed.
I recently visited Vancouver, BC and hiked Garibaldi Lake. It was a 12 mile, 3211 elevation gain well-maintained trail. There was lots of switchbacks, inclines and three stunning lakes. The trail culminates in the magnificent Garibaldi Lake. This was a tiring, at times grueling hike, but well worth the effort!
Training is a necessary component to any change initiative. And the topic of DEIB makes training that much more crucial. I believe training in this space is about creating “ah ha” moments rather than telling people what they have done wrong. Think about it…who wants to be reminded of all their faults and poor behavior. Ultimately we need people to WANT to learn and to change and to grow and to EVOLVE.
Some key points for your training to be successful are:
•Employees need to learn about each other, connect and engage.
•Focus training on positive actions employees can take.
• Discuss how can employees positively affect an outcome.
•Workplace training on rules, regulation and what behaviors are prohibited should be a separate session.
•Think about pre and post-work. Level-set definitions and base information so that the classroom gets used for the important stuff like dialogue and discussion!
•Importance vs. time devoted. Too often I hear companies saying, “We can only devote one or two hours to this session.” Well, if DEIB is as important as you say it is, doesn’t it deserve an appropriate amount of time to train??!!
Multiple sessions vs one long one. This helps work around the belief that there isn’t enough time. It also allows people to ruminate and consider what they learn, put it into action and then return for the next training session.
There is lots of discussion on whether or not training should be voluntary. Some points I think you should consider are:
•Employees should believe they are opting in.
•Deliver a clear and consistent communication plan that shares importance, expected outcomes and opportunity to be involved.
•Remind employees it is not voluntary to be inclusive at work.
•Consider what your competition doing? And then ask, “Does it matter?”
•Training is centered around white people. Ask your what marginalized employees need. This is overlooked almost 100% of the time but is a very valuable perspective.
Let me know what other strategies have worked for DEIB training.
•Example: If you are disabled you need to worry about if a building is accessible. If you are not disabled, you don’t even think about it.
•Example: Everyone gets a pair of glasses (input, fair, equality). We want everyone to see well (output, everyone gets what they need, equity).
“Treating everyone exactly the same is not fair. What equal treatment does is erase our differences and promote privilege. Privilege is when we make decisions that benefit enough people, but not all people.” Amy Sun
So think about outputs first and then work backwards to determine goals and actions to take to meet those goals.
Metrics: Accountability = Trust
I often get asked how leadership can build trust at their companies. I think it is pretty simple, do what you say you’re going to do. When you are accountable to your promises, you build trust. So I suggest you create a very public and consistent way to show (and prove) that you are indeed working towards the goals and outputs you set for your organization.
•Create measurement and indicators so you know you’re making progress. Create a dashboard.
•Establish a baseline with each indicator.
•Measure at multiple points, not just beginning and end.
•Regular surveys.
•Feedback loops.
•Ask the community, employees, etc.
What other ideas do you have to build trust and measure your results?
I recently spoke at an HR & Benefits conference on how to begin and/or refine your DEIB efforts in order to actually be successful in moving the needle in this important work. I will share some of my ideas over several posts. Contact me if you want to know more!
First let’s lay the foundation of some definitions. I adapted this Bank of America graphic and added the Belonging information. So if you start with these definitions and develop outcome goals from there, you will focus on the right outcomes and the right problems so that you design the right solutions. When developing your strategy, know your starting point and what you want the future state to look like and achieve.
A few other things to think about as you develop a strategy:
•Know the power dynamics at your organization.
•Know what you will measure and how. How do we know we have met our outcome goals?
•Establish a baseline-employee satisfaction, engagement, retention, turnover, demographics, surveys.
•Identify resources: Internal/ external.
•Budget: You need one!
•Define terms so that everyone understands.
•Create a playbook.
•Don’t try to take on too much.
I’ll stop there. My next post will continue the conversation on developing a DEIB focus at your organization. Leave a comment if you have any other ideas when developing a strategy.
Next week, I am co-presenting a session to a group of women new in their careers. Our topic is how obstacles can hinder women’s careers in the workplace. We all know bias exists and it certainly is a challenge for women…all women. I have witnessed it. I have experienced it. And I don’t want my daughters (or any other woman) to have to deal with it.
I have created some pre-work to set the stage for the face-to-face training, which I have shared below.
Individual Reflection:
1. What is my first memory of seeing or experiencing someone different from me?
2. When was there a time in my life that I felt different from others?
2. Have you ever experienced or witnessed any of the bias the article discusses?
3. How did you deal with the situations above?
During the live session, we will walk through what bias looks like, how we all have bias and some things we can do when we see or experience bias. I know that women new in their careers might not be willing to speak up, but my hope is to share some tools that will help them address bias in a thoughtful, intentional, empowering way.
I just returned from a week in London. As a lover of historical fiction, London has been on my must-travel list for years. I am not sure why it took me so long to get there. London did not disappoint. I think one of my favorite things was all the nook and crannies you can find in London…in other words a great city to just wander.
I loved the mix of old and new, the liveliness of the streets, the friendliness of the people and most surprisingly, the fantastic food! I walked over 20,000 steps a day, visited some fantastic museums and got to see a play on the West End. The weather was very similar to Portland with teasing of spring weather, a few downpours and mostly grey, drizzly weather. Overall, just a fantastic week!
I had such a great time being interviewed by Michael Hingson from Unstoppable Mindset. We spoke about a variety of topics. Driving the conversation and taking a proactive role is the crux of my conversation. Michael has such an interesting story and perspective, himself. Listen on and contact me with questions, comments and feedback!
“It’s easy to stand with a crowd. It takes courage to stand alone.” Mahatma Gandi
Besides my consulting work, I have signed on for two speaking engagements in April. One session is focused on early career women and how to overcome barriers in their careers. The second presentation is an HR/Benefits one day conference. I will be presenting on how to jumpstart DEI efforts at organizations. This audience is mainly HR and CFO folks.
I love presenting, sharing ideas and hearing stories from audiences. For the barriers presentation, this article provides a nice overview and some much-needed pre-work for audience self-reflection. I think back to my career and how I put up with so much “wrong” stuff early in my career due to fear, lack of knowledge on what to do and just overall naivete. Even in present day, the barriers are pretty much the same…women hold little power and are subject to so much bias. And then couple that with being a women within another marginalized group and imagine the obstacles, doubled or tripled!
I remember being told that you must “ask for what you want” yet even as recent as five years ago, when I did that, I was told, “Leadership will decide when you are ready…not you.” Unbelievable and yet, as women, we are forced to comply or start over. In this example, it was the beginning of me realizing exactly the environment I was working in and fortunately, I had options so didn’t need to stay.
But most women don’t have options or fear sticking their neck out and saying something. How do we teach women to move beyond this fear? First, we talk openly about it! If we normalize behavior that holds women back is acceptable, it will continue. I think we also need to make women aware of bias and what it looks like and actions they can take against it.
Bias “is a human trait resulting from our tendency and need to classify individuals into categories as we strive to quickly process information and make sense of the world.” There are two types of bias:
Explicit Bias
Implicit or Unconscious Bias
Explicit cognitive bias includes overt racism and racist comments; “individuals are aware of their prejudices and attitudes toward certain groups.”
Implicit cognitive bias “involves all of the subconscious feelings, perceptions, attitudes, and stereotypes that have developed as a result of prior influences and imprints.” Implicit cognitive bias “involves all of the subconscious feelings, perceptions, attitudes, and stereotypes that have developed as a result of prior influences and imprints.” Implicit cognitive bias involves “automatic, unconscious mental processes based on implicit attitudes or implicit stereotypes that are formed by one’s life experience and lurk behind the surface of the conscious.” Implicit biases are necessary for us to survive since our brains cannot possibly process every piece of information coming at it in real time for us to make decisions. Our brains learn to categorize similar things so we can react. EVERYONE has Implicit Bias. A preference for a group (positive or negative) often operating outside our awareness and based on stereotypes and attitudes we hold that tend to develop early in life and tend to strengthen over time.
“Courage is resistance to fear, mastery of fear—not absence of fear.” Mark Twain
Individual Reflection:
1. What is my first memory of seeing or experiencing someone different from me?
2. When was there a time in my life that I felt different from others?
3. How did you deal with the situations above?
Bias
Conscious Bias
Expressed directly
We have it and we are aware of it.
Unconscious Bias
Expressed indirectly
We are not aware of the bias.
Bias in Action
Age
Color
Education level
Expertise
Family status
Gender
National origin
Personality
Physical ability
Physical appearance
Political views
Race/Ethnicity
Religion
Sexual orientation/Identity
Socioeconomic status
Bias effects
Confidence
Creativity
Decision making
Emotional health
Employment
Engagement
Opportunity
Performance
Personal freedom
Physical health
Relationships
Risk taking
Safety
Self-esteem
Q:When have you experienced or witnessed bias? What happened? What was done about it? What was the end result?
Who are you?
I am not biased. I view things objectively.
Or
Bias exists in everyone, including me. I actively STOP and think about how bias effects the choices I make.
Q: Which one are you? Provide an example.
Sources of your bias:
Your own experiences.
Information you read such as news, social media, stories, books, movies etc.
Your education including school you attend and what you study.
Your context-family, friends, work, where you live, what you do and who you spend time with.
Culture-spoken and unspoken rules in your community and society.
Innate characteristics you are born with.
All of these create your identity. Your identity can be sources of positive and negative bias. Some of our identifiers cause us to be biased to others and others to be biased towards us.
Q: What is your identity? Note if any create bias towards others.
How to Disrupt Bias (within yourself)
Create connections with folks different from yourself.
Move from “autopilot” to questioning your thoughts and behaviors.
Be curious.
Be empathetic.
Ask questions. Even if uncomfortable. You can say you are uncomfortable!
Q: Think about who you connect with, hang out with, spend time with, ask advice from…do they look different or similar to you? Why?
Broaden your viewpoint by:
Joining different groups
Reading different viewpoints, following different influencers
Joining different community groups
Try new experiences
Change your routines
Take Action
Ways to Act with Courage
Notice bias happening
Confront bias
Help others with bias
Address bias
Q: What are specific ways you can act with courage as described above?
Pause and question actions, thoughts and outcomes.
Seek to understand.
Check assumptions.
Learn. Educate yourself and others.
Share your story.
Bring people together.
Be a coach or mentor.
Amplify others’ voices.
Speak up.
Organize groups.
Your perspectives are incomplete. You are an expert on your identity…be willing to learn about others.
Types of Bias
Confirmation bias-get information that supports our existing beliefs. Ex. News from a single source.
Take action: What could we do differently?
Anchoring bias-rely on first piece of information we see. Ex. Misdiagnose an illness by paying too much attention to the first symptom we see.
Take action: What could we do differently?
In-Group bias-we favor people we like and who are like us. Ex. Hiring a candidate that has our similar background, alma mater etc.
Take action: What could we do differently?
Negativity bias-we are more powerfully influenced by negative experience than positive or neutral experiences. Ex. Remembering bad customer service experience.
Take action: What could we do differently?
Attribution bias-we judge others on their action but we judge ourselves based on our intent. Ex. Thinking someone is ineffective because of a mistake.
Take action: What could we do differently?
Sunk-Cost bias-we continue things because we have already invested time, money resources. Ex. Keep reading a book even though you don’t like it.
Take action: What could we do differently?
“Courage is an inner resolution to go forward despite obstacles; cowardice is submissive surrender to circumstances.” Martin Luther King
Share your experiences and ideas…and what you can do differently.
seniyegroff 