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Diversity mindset - Coggle Diagram
Diversity mindset
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If diversity in all its different categories and types is both important in enhancing the internal boardroom dynamics and the voicing of external key stakeholder needs within the boardroom then how do individual directors and the board as a collective develop a diversity mindset?
Boards need to recognise that if they want to reap the benefits of diversity, they have to have the right mindset to embrace dfifference
We are all inherently biased - however there is a difference between people who can accept that we have bias and who are then able to raise this to their conscious awareness and act and those that do not
Cognitive bias, in terms of diversity has been described as having an attitude or 'implicit association' about a particular group that operates beyond our control and awareness, that informs our perception of a person and that can influence our decision-making and behaviour towards the target of that bias
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Essentially bias can emerge at any moment in any context but perhaps the most pernicious type of bias behaviour is what has been come to termed as micro-aggressions
Micro-aggresssions - these are words or actions that although they would probably not be noticed by the person enacting them or even indeed by others around them, reinforce stereotypes and thus reduce the likelihood of viewing people according to their individual merits as opposed to the merits or otherwise of their stereotype