Diversity in IT Group Discussion Richard J. Bazile, Assistant Director of Information Technology, Miles College Ke’Anna Skipwith, Instructional Designer, Northeastern University Deborah Keyek-Franssen, Associate Vice President for Digital Education and Engagement, University of Colorado System Beth Schaefer, Director of Client Services, University of Wisconsin-Milwaukee

Introduction Time! - Name - Institution and title/role - Last book read or recent article

Goals of Diversity in IT We are increasingly multicultural and serve communities where demographics (race, ethnicity, gender, gender identity, sexual orientation, age) continue to change the workplace. To engage in open dialogue on issues of collaboration and support, career coaching, and diversity advocacy Topics include hiring, inclusion/exclusion, mentoring, training/education, social cohesion/relationships, and pay equity

Why Diversity Matters Diversity matters because we increasingly live in a global world that has become deeply interconnected. It should come as no surprise that more diverse companies and institutions are achieving better performance.

Benefits of a Diverse Organization Greater Employee Satisfaction Better Decision Making Diversity Breeds Innovation Encourages others to view your Institution as “Global” and Inclusive

What is Unconscious Bias? Unconscious bias refers to a bias that we are unaware of, and which happens outside of our control. It is a bias that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our background cultural environment and personal experiences - (ECU: 2013 Unconscious bias in higher education) “If you do not intentionally include, you unintentionally exclude.”

Ingroup/Out group Ingroup favoritism: a preference for people who are like us, so that an individual might choose to work with someone of the same nationality, gender, and race. Outgroup homogeneity bias: the tendency for an individual to think that the group of people they belong to (their “ingroup”) is more diverse, while their “outgroup” is more homogeneous, with members who appear alike or even interchangeable.

Speaking Up and Visibility Your voice defines the value you bring to the organization. A strong and persistent voice in the workplace can strengthen your visibility. 

Meeting Outcomes Discuss and share experiences of obstacles to diversity in small groups Anticipate how to transfer responses to your own work environment Identify ways Diversity in IT can provide resources

Lighting Session Topics (Discussion) Implicit stereotypes (sometimes referred to as “subconscious bias”) Ingroup favoritism and Outgroup Homogeneity bias Speaking Up and Visibility

Test Yourself for Hidden Bias Let’s Share! What are your experiences? What can we do to mitigate/how to overcome unconscious bias? What can the CG group do to provide resources/support? Test Yourself for Hidden Bias https://implicit.harvard.edu/implicit/

Next Steps for Diversity in IT Create a clearinghouse for institutions Perform/Conduct survey that collects data on diversity Publish in Educause Review

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