1. 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

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

3. 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

4. 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.

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

6. 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.”

7. 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.

8. 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. 

9. 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

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

11. 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

12. 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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