Embedded Files
Part 3: Becoming The Manager
Part 3: Becoming The Manager
Contents Part Three
Contents Part Three
This blended learning experience takes about 20 minutes to complete.
Theory - 5 minutes Learn about allyship and how it supports inclusiveness.
Experience - 5-10 minutes Become Tamara's manager, Victor and experience the meeting from a different perspective.
Reflect and Commit - 5 minutes Do a learning exercise to reflect on how this perspective feels different. Take action and commit to strategies for mitigating bias and increasing inclusion.
Repeat or Complete - Revisit the experience - do you see things differently?
Theory
Theory
Supporting Inclusion and Diversity in the Workplace
Supporting Inclusion and Diversity in the Workplace
Allies are people from a group who don’t suffer discrimination but who support those who are discriminated against. Research has found that being a better ally is one way white employees can stand against racism at work (The psychology of being a better ally in the office – and beyond, Spicer, A.2020, The Conversation)
Read: Be A Better Ally - Harvard Business Review
Extract:
Educate yourself.
Educate yourself.
"Women and people of color are often the “only” in the room, a scenario that can spur outsider and impostor feelings."
Own your privilege.
Own your privilege.
“Think about the last time you made a career decision. As a man, you were probably never asked, ‘How does this decision affect your wife or kids?’ or ‘Why are you focusing on your career instead of your family?’ That would seem like a weird conversation even in the 21st century. Not so much for women.
White men are also far less likely to have to code-switch—adjust their style of speech, appearance, and behavior to fit into a particular culture and increase their chances of being hired, accepted, or promoted.”
Accept feedback.
Accept feedback.
Even when you’re surprised or dismayed by what others tell you, show that you value candor. Be thoughtful and sincere. Appropriate responses include:
I recognize I have work to do.
How can I make this right?
I believe you.
Become a confidant.
Become a confidant.
Tsedale’s research shows that Black women who progressed at their law firms typically had trusting relationships with certain white male partners who took a genuine interest in their careers.
Bring diversity to the table.
Bring diversity to the table.
When you witness discrimination, don’t approach the victim later to offer sympathy. Give him or her your support in the moment.
See something, say something.
See something, say something.
This is the more-taxing ally work. Vigilantly monitor your workplace for racist or sexist comments and behavior, and then be clear and decisive in shutting them down. Don’t wait for marginalized people to react, as they’re often accused of “playing the race or gender card”—a tactic used to silence women, people of color, and women of color specifically. When you witness discrimination, don’t approach the victim later to offer sympathy. Give him or her your support in the moment.
Also look out for gaslighting—psychological manipulation that creates doubt in victims of sexist or racist aggression, making them question their own memory and sanity. This tactic is designed to invalidate someone’s experience. Examples include comments like these: “I’m sure he didn’t mean any harm by that. That’s just his way.” “You might be blowing this out of proportion.” “You’ll have to learn to be less sensitive.” “Can’t you take a joke?” “There are so many more important things to focus on right now."
Sponsor marginalized coworkers.
Sponsor marginalized coworkers.
In Tsedale’s research, sponsorship was shown to be critical to Black women’s access to significant training, development, and networking opportunities and advancement. Unfortunately, many white men picked protégés who looked just like them.
Insist on diverse candidates.
Insist on diverse candidates.
If you’re hiring, strengthen your own processes. Insist on open job listings and targeted recruiting to avoid an overreliance on referrals, which have been shown to perpetuate workforce homogeneity. Make sure candidate pools are diverse—with at least one person and ideally many people from marginalized groups. Finally, enforce fair application reviews and committee deliberations.
Build a community of allies.
Build a community of allies.
We have observed that effective senior allies not only set an example but also outline expectations for everyone’s behavior and link outcomes to responsibilities and rewards.
VR Experience
VR Experience
The Interactive Journey: Part 3
The Interactive Journey: Part 3
To begin the experience, click the image to the left and the experience will load.
Return to this page after you have complete the experience, and complete the exercises below.
Exercise Part 3
Exercise Part 3
Now let's do an exercise. Do the exercises below and watch the video.
Inclusion consists of everyday behaviors and habits. The way we engage and interact with others really does matter. When we ask sincere thoughtful questions to gain perspective, listen with the purpose of understanding, consciously include and affirm colleagues and speak up or act when we see non-inclusive behavior, we foster connections and build a culture of belonging.
We can take small actions within the scope of our own work and job duties to contribute positively to the workplace culture.
Repeat
Repeat
Want to do it again?
Want to do it again?
Now that you have had time to think about this experience and learn more would you like to do this scenario again? Would you react differently?
About Equal Reality
We are committed to better inclusion and Innovation in our organization.
We aim to leverage the power of immersive technology to drive more empathy in learning.
We believe that everyone has the right to Belong.
Resources
Visit https://partner.equalreality.com/training/vr-experiences/everyday-inclusion for more information.
Read to continue?
Read to continue?
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