1. How Diversity & Inclusion Drives INNOVATION Dr
How Diversity & Inclusion Drives INNOVATION Dr. Joyce McClellan Chief Development and Diversity Officer

2. Who am I… Joyce McClellan
Tulsa Tech – Student Services - Placement Division
Diversity, Equity, & Inclusion Officer
Strategic Initiative Team Lead – Improving the Access & Success of our students

3. Student Services Career Placement Division
HIRETULSATECHGRADS.COM
Extensive interaction with Industry Partners
Employers are now asking us to include D & I in our Career & Job Readiness Training
#AppreciateDiversity

4. Dimensions of Diversity Inherent or Acquired
Secondary Dimensions
Secondary Dimensions Acquired or changed throughout one’s lifetime Have less impact – still impact self definition
Marital Status
Education
Religious Beliefs
Primary Dimensions Differences from birth. Tend to have an impact throughout one’s life
Primary Dimensions
Age
Gender
Ethnicity
Parental Status
Military Experience
Person
Sexual Orientation
Physical Ability
Race
Geographic Location
Work Background
Income

5. Innovation is the Predominate Competitive Game-Changer arameter
Can we all agree…?
Innovation is the Predominate Competitive Game-Changer arameter

6. Diversity in the Workplace Generates INNOVATION
Diversity can be inherent (traits you are born with) and/or acquired (your experience, background, etc.). Having a strong representation of both types of diversity is considered two-dimensional (2D) diversity, and HP found that companies practicing 2D diversity out-innovate and out-perform others.

7. A Problem Solving Mastermind
Albert Einstein once said, “We cannot solve problems by using the same kind of thinking we used when we created them.”
The same goes for solving problems in the workplace.

8. The Ticket to Problem Solving
A fresh sets of eyes may be the ticket to problem solving.
If you see things in blue, you’ll only look for blue solutions.
Your team member may think in yellow and will produce yellow solutions.
Add these together and you will find that through collaboration, green was the answer all along.

9. Harvard Business Review says…Teams Solve Problems Faster When They’re More Cognitively Diverse…

10. How Diversity Drives INNOVATION
New research provides compelling evidence that diversity unlocks innovation and drives market growth
Appreciating Diversity & Inclusion creates the environment where “outside the box” ideas are heard and embraced
Inclusive leadership sets the tone for courage & innovation
Value and solicit all voices – by the 3rd meeting
Have courage to fail

11. 10 Benefits of Diversity & Innovation

12. INNOVATION Video https://www.youtube.com/watch?v=zI-nnqUcYSg

13. Ms. Carla Harris – Vice Chairman Morgan Stanley
Diversity is imperative to innovation:
“If you need a lot of ideas in the room, you need a lot of perspectives in a room, ideas are born from perspectives.”
“If you need a lot of perspectives in the room, you need a lot of experiences in the room, because perspectives are born from experiences.”
“If you need a lot of experiences in the room, you must start with a lot of different people in the room because experiences are born from people...”

14. How Diversity Fosters INNOVATION
Hiring a team of individuals with diverse backgrounds is not only an ethical business move, it’s strategic.
Creating a more diverse workplace helps keep your team members’ biases in check.
Diverse teams are more likely to reexamine facts and preconceived assumptions and challenge entrenched ways of thinking.

15. Impediments to INNOVATION…Bias/Blind Spots
Our Perception: how we see people and perceive reality
Our Attitude: how we react towards certain people
Our Behaviors: how friendly/receptive we are towards certain people

16. Bias/Blind Spots…
Our Attention: which aspects of a person we pay most attention to
Our Listening Skills: how much we actively listen to what certain people say
Our Affirmations: how much or how little we affirm, validate, or comfort certain people

17. Different Generations

18. Stages of Diversity Awareness & Appreciation
Highest Level of Awareness
Integration
Multicultural attitude
Will embrace and appreciate differences
Stages of Diversity Awareness & Appreciation
Adaptation
Able to shift from one cultural perspective to another
Able to empathize with those of other cultures
Acceptance
Accepts behavioral differences and underlying differences in values
Recognizes validity of other ways of thinking and perceiving the world
Minimizing Differences
Hides or trivializes cultural differences
Focuses on similarities among all peoples
Defense
Perceives threat against one’s comfortable worldview
Uses negative stereotyping
Assumes own culture superior
Denial
Parochial view of the world
Source: Based on M. Bennett, “A developmental Approach to Training for Intercultural Sensitivity,” International journal of Intercultural relations 10 (1986),
No awareness of cultural differences
In extreme cases, may claim other cultures are subhuman
Lowest Level of Awareness

19. In closing…

20. 3 things…
Now, what are 3 things you can do to be more INNOVATIVE by appreciating, celebrating, and being a more inclusive organization?

21. Thank you