10/1/2012
Perceptions and Unconscious
Bias: Implications for Health
Care?
Linda Stokes
Founder, President & CEO
PRISM International 2012
PRISM International 2012
Session Expectation
Objectives
 Explore perceptions and perceptual filters
To increase our knowledge
and skills about perceptions
and perceptual filters and
their impact on us and on
others.
 Discuss the impact of perceptions on the jobs we do
everyday
 Learn a six-step process to help manage filters
PRISM International 2012
© 2012 Association of Diversity Councils
Agenda
What?
 So
S Wh
What?
t?
 Now What?

PRISM International 2012
Approach

Fast-paced

Interactive

Stimulating

Tactical
PRISM International 2012
1
10/1/2012
What is Diversity?
Personal
What is Diversity
and Inclusion?
Organizational
PRISM International 2012
PRISM International 2012
Culture
What Is Diversity?
Diversity is the similarities and
differences of people found in our
workplace, workforce and marketplace.
It includes many characteristics that may
be visible such as race, gender and age,
and it also includes less obvious
characteristics
h
t i ti lik
like personality
lit style,
t l
ethnicity, ability, education, gender identify,
religion, job function, life experience, life
style, sexual orientation, geography,
regional differences, work experience and
family situation that make us all similar to
and different from one another.
Ethnicity
Religion
PRISM International 2012
What Is Inclusion?
Definitions

Diversity is the ingredients and Inclusion
is getting the ingredients to work well
together

Diversity is a fact
Inclusion is a strategy
mutual respect, trust, and
commitment where everyone
can contribute to
organizational results, based
on their unique talents and
Appearance
Dimensions of Diversity
PRISM International 2012
Creating an environment of
Interpersonal

backgrounds.
PRISM International 2012
PRISM International 2012
2
10/1/2012
Affirmative Action ≠
Leveraging Diversity
Change Management Process
Leveraging Diversity is not “warmed-over” affirmative action




Its not intended, like affirmative action, to redress the inequities
Its not government mandated
It is broader than race and gender
U
Unlike
lik affirmative
ffi
ti action,
ti
which
hi h was never meantt tto b
be a
permanent tool, leveraging diversity is a critical competency and
strategic lever…. an enduring fixture of the global business
landscape
Workforce
Workplace
Diversity
& Inclusion
Process
Marketplace
 Representation is only one component of a Diversity Process
PRISM International 2012
What are the Intersections Between
D&I and Health Care?
© 2012 Association of Diversity Councils
Now What?
So now what do we do?
PRISM International 2012
PRISM International 2012
Navigating Through a Perfect
Storm
© 2012 Association of Diversity Councils
Transforming Yourself
Wh t changes
h
What
need to occur?
PRISM International 2012
3
10/1/2012
SECURA
© 2012 Association of Diversity Councils
Focus on the dot in the center and
move your head back and forth.
Leaky Filters …Fix It!
Six Steps for Moving Past Stereotypes
1.
2.
3.
4.
5.
6.
Next Steps
Acknowledge
Identify
y
Pause
Remove Judgments
Learn More
Choose relationship enhancing behaviors
PRISM International 2012
PRISM International 2012
4
10/1/2012
Questions
PRISM International 2012
PRISM International 2012
5