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Here are the main five.
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stereotypes and prejudices.
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A stereotype is a set of beliefs about a social group.
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we have stereotypes about women in the workplace,
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about disabled workers,
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about homosexuals,
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about people of foreign origin.
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on the other hand,
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is a value judgment,
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most often negative.
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Prejudice leads to discrimination.
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assuming that older workers are slow and don't understand technology well
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will cause us to exclude them from work groups.
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Believing that younger generations are lazy will
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cause us to police them constantly.
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Assuming that women with children are less committed will
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lead us to give them less challenging projects.
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Thinking a gay person's communication style will annoy the customer,
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will lead us into holding back their career in sales.
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Because stereotypes and prejudices are instilled in us by our social environment,
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breaking them requires awareness and self-examination.
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This brings us to the second barrier to inclusion,
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the denial of our prejudices and discriminatory attitudes.
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We like to think that our inclusiveness is exemplary.
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For the book Work with Me,
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a study was conducted with 240,000 men and women around the world.
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It found that 81% of women felt excluded at work.
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92% of men feel that they do not exclude women.
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It takes humility and courage to recognize that
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we have prejudices about certain people and groups.
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what do you think about overweight people?
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the best web designer I know is visually impaired.
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I never thought that was possible.
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My own prejudices.
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Third barrier to inclusion,
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the Gollum effect.
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Rosenthal and Jacobson have been studying the impact of
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perceptions on others in the field of education.
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They carried out a false IQ test among students of a school.
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20% of these students were randomly assigned to a so-called elite group.
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They then convinced the teachers that these tests were true
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and these children had superior abilities compared to the others.
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At the end of the year,
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they discovered that this group,
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which was no better or worse off than the others,
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had outperformed the rest.
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They called this the Pygmalion effect.
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the success of the students,
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this so-called elite group,
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did not happen by magic.
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The teacher's view and attention to these students changed,
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and this different treatment changed the behavior of
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the students who gained confidence and motivation,
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paving the way for their success.
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The Gollum effect is the opposite of the Pygmalion effect.
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It shows that lower expectations placed on
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an individual lead to lower performance.
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in a study of a group of new cashiers with or without immigration background,
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half of them were under managers with
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stereotypes about people with immigrant backgrounds.
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This study found that the immigrant cashiers had significantly
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poorer job performance under a manager who stereotyped them.
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But not under a manager who did not racially stereotype them.
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As Shakespeare said,
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we are victims of the narrowness of our judgment of the world.
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The fourth barrier to inclusion is believing that diversity is enough.
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simply giving work to people of different genders,
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sexualities and educational backgrounds is not enough,
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Because diversity does not lead to inclusion.
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Women leaders are not necessarily reaching out to young aspiring women
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and HBR studied in the US saw that qualified person from a non-white ethnic group
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feels compelled once in a position of responsibility to
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recruit and promote people from their own social group.
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Latinos will favor Latinos,
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Asians will favor Asians.
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humanitarianism tends to take precedence over the true
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quest for diversity and inclusion of all.
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As a general rule,
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we should remember that diversity does not naturally lead to inclusion.
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A diversity policy without inclusion means a greater risk of humanitarianism,
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The last barrier to inclusion,
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denying our fears.
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Differences scares us,
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or at least scares our minds.
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The presence of this stranger
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in the sense of this person being different from me,
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threatens my comfort zone.
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I don't know what to say
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or how to behave in front of this person in a wheelchair who works in my department.
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I feel uncomfortable.
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This young recruit challenges my habits and certainties.
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I don't understand her.
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Our minds like habits,
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they love control.
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It therefore considers any different person arriving
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in its environment as a threat.
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This presence alone forces us to rethink,
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to make an effort.
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This stranger who is not like me whispers to my mind,
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maybe there is another way of acting and behaving,
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but my mind does not want another way of acting and behaving.
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And to reassure myself that my way of doing things is the way,
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I will spontaneously and unconsciously criticize,
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isolate the stranger who makes me feel uncomfortable.
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The key is to dare to face
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our fear of differences,
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to be able to say,
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it is challenging to be with someone so different,
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but I will no longer let my mind engage me in attitudes of fear and rejection.
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the difference stops being perceived as a threat,
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but rather becomes an asset.
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