OUCH! That Stereotype Hurts Communicating Respectfully in a Diverse World © 2007, International Training and Development, LLC

Diversity Day: The Office

GOALS FOR THIS SESSION Explore communication skills for promoting inclusion and respect in the workplace Have FUN while learning about Stereotypes Walk away with the understanding and tools to mitigate Stereotypes from your office (and outside the office)

“Communication provides the legs for bias, carrying it from person to person, from generation to generation. Eventually, however, communication will be the way to end discrimination.” – John N. Bailey ABC, Exec. Director, International Association of Business Communicators

AGENDA/OBJECTIVES Understand the impact of stereotypes and biased statements, even when casually said Identify the most common reasons people sit silent in the face of bias and stereotypes Enhance skills for speaking up against stereotypes without blame or guilt

OUTLINE Stereotypes Watch “Ouch!” Video Speaking Up: Six Techniques Three Different Types Examples Watch “Ouch!” Video Ouch! Discussion Speaking Up: Six Techniques Definitions

STEREOTYPE: DEFINITION An oversimplified image or statement applied to a whole group of people, without regard for the individual. Generally speaking, these "stereotypes" are not based on objective truth, but rather subjective and often unverifiable content- matter.

EXAMPLE OF A STEREOTYPE

WHY DO WE STEREOTYPE Three Reasons We Stereotype Mental Categorizing/Labeling General Types or Sub Types Automatic or Subconscious

MENTAL CATEGORIZING/LABELING Sociologists believe that mental categorizing (or labeling) is necessary and inescapable. One perspective on how to understand stereotyping process is through the categories or ingroups and outgroups. Ingroups are viewed as normal and superior, and are generally the group that one associates with or aspires to join. An outgroup is simply all the other groups. They are seen as lesser or inferior than the ingroups.

GENERAL TYPES OR SUB TYPES Stereotypes consist of hierarchical systems consisting of broad and specific groups being the general types and sub-types respectively. A general type could be defined as a broad stereotype typically known among many people and usually widely accepted, whereas the sub-group would be one of the several groups making up the general group. These would be more specific, and opinions of these groups would vary according to differing perspectives.

AUTOMATIC OR SUBCONSCIOUS Automatic or subconscious stereotyping is that which everyone does without noticing. Automatic stereotyping is quickly preceded by an implicit or conscious check which permits time for any needed corrections. Automatic stereotyping is affected by implicit stereotyping because frequent conscious thoughts will quickly develop into subconscious stereotypes.

WHO ARE THESE WOMEN? SANITATION WORKERS

WHO IS HE? FLIGHT ATTENDANT

DOCTOR WHO HELPS TERMINALLY ILL PATIENTS FIND PEACE WHO IS SHE? DOCTOR WHO HELPS TERMINALLY ILL PATIENTS FIND PEACE

PREACHER/CLERGY WOMAN WHO IS SHE? PREACHER/CLERGY WOMAN

WHO ARE THESE PEOPLE? TWO FEMALE MECHANICS

ADMINISTRATIVE ASSISTANT WHO IS HE? ADMINISTRATIVE ASSISTANT

REGISTERED NURSE/PhD STUDENT WHO IS HE? REGISTERED NURSE/PhD STUDENT

FUGITIVE/SEX SLAVE TRAFFICKER WHO IS SHE? FUGITIVE/SEX SLAVE TRAFFICKER

PARTICIPATION TIME Describe a Time When You… …were exposed to stereotypes in media (TV, movie, music, etc). What message did it send? …when you have been the recipient or target of a stereotype? How did that affect you? …when you have witnessed someone else being stereotyped? What did you do?

BIAS: DEFINITION Bias is a predisposition to see events, people or items in a positive or negative way. Bias is an attitude or belief.

“The simple act of naming a bias as such or objecting to it on the spot establishes a social atmosphere that discourages it: saying nothing serves to condone it.” – Daniel Goleman Emotional Intelligence

STEREOTYPES PHYSICALLY CHALLENGED HISPANIC AFRICAN AMERICANS MEN ELDERLY GLBTs ASIAN AMERICANS WOMEN NATIVE AMERICANS GENERATION-X OBESE

NEGATIVE STEREOTYPES Negative effects may include forming inaccurate opinions of people, scapegoating, erroneously judgmentalism, preventing emotional identification, distress, and impaired performance. Over time, some victims of negative stereotypes display self-fulfilling prophecy behavior, in which they assume that the stereotype represents norms to emulate.

NEGATIVE STEREOTYPES Possible prejudicial effects of stereotypes are: Justification of ill-founded prejudices or ignorance Unwillingness to rethink one's attitudes and behavior towards stereotyped group Preventing some people of stereotyped groups from entering or succeeding in activities or fields

To go along with through silence. SILENT COLLUSION To go along with through silence. Ally: Someone who speaks up on behalf of someone else.

“We will have to repent in this generation not merely for the hateful words and actions of the bad people but for the appalling silence of the good people.” – Dr. Martin Luther King, Jr.

OUCH! That Stereotype Hurts Watch OUCH! That Stereotype Hurts Video

OUCH! DISCUSSION Do you ever hear similar stereotypes or biased comments? In this organization? Why do individuals sometimes remain silent in the face of stereotypes or other demeaning comments? Share experiences and examples. How does this video relate to you? Do you see yourself reflected in any way?

SPEAKING UP: SIX TECHNIQUES Assume Good Intent and Explain Impact Ask a Question Interrupt and Redirect Broaden to Universal Human Behavior Make It Individual Say Ouch!

ASSUME GOOD INTENT AND EXPLAIN IMPACT Assume good intent and approach the person as a rational human being. When you assume the best, there is no need for blame. EXAMPLES: “I know you mean well, but that hurts.” “Look I know you meant that comment to be funny, but it hurts.”

ASK A QUESTION Choose a simple, non-blaming question. The key is to assume good intent. EXAMPLES: “What do you mean?” “Do you mean that?” “I’m sorry, what was that again?”

INTERRUPT AND REDIRECT Interrupting and redirecting changes the direction of the conversation abruptly, without requiring further discussion. EXAMPLES: “Whoa, let’s not go down that road.” “Careful there, let’s not assume things.”

BROADEN TO UNIVERSAL HUMAN BEHAVIOR Sometimes people attribute a common human behavior to only one group, and then they stereotype the whole group as though everyone is identical. EXAMPLE: “I don’t think it’s just a man thing. I think it applies to both men and women.”

MAKE IT INDIVIDUAL Often, people are clumped together in a stereotype. This approach breaks through the clumping and narrows it down to an individual. EXAMPLE: “Who exactly are you referring to when you say that?”

SAY OUCH! Sometimes you may not have the energy or you’re too stunned to say anything or just can’t think of what to say. Then just say, “OUCH!” EXAMPLE: “Ouch! That stereotype hurts.” “Ouch! Why must you say that?”

SPEAKING UP DISCUSSION Which technique(s) do you personally prefer? In what types of situations would you use these techniques? Which situations are most difficult for you? How do you respond? What is the impact of sitting silent? How can you increase your comfort, confidence and skill in speaking up in these situations?

“I am only one; but I am still one “I am only one; but I am still one. I cannot do everything, but still I can do something. I will not refuse to do the something I can do.” – Helen Keller

SKILLS PRACTICE What is the impact of this statement if left unaddressed? Will you speak up… …now or later? …in public or in private? …on your own or with the help of an Ally? Which technique(s) can you use to speak up without blaming or shaming the other person?

“We must be the change we want to see in the world.” – Mahatma Gandhi

THANK YOU Comments and/or Feedback: Ken Kleeschulte Ken.Kleeschulte@noaa.gov NWS Memphis Based on the book by Leslie C. Aguilar International Training and Development, LLC www.OuchThatStereotypeHurts.com Produced and Distributed by Joel Leskowitz SunShower Learning www.Ouch-Video.com © 2007, International Training and Development, LLC