Diversity, equity, and inclusion have become polarizing terms in our world and that is likely because they are greatly misunderstood. Part of that misunderstanding comes from our unconscious filters - how we see the world, how we take in information, and how we assume we are “the norm" but others are different when the reality is we are ALL different.

Today, Sara Taylor illuminates us by sharing what unconscious filters are and the three purposes they serve for us humans - even though they can get in the way of effective relationships. We discuss why diversity initiatives have become so polarized despite the data on how diversity and inclusion enrich organizations and the bottom line, and what we can do to better communicate those benefits by dealing with emotions and unconscious filters more than facts and figures. Sara also shares how intent and impact look different from both sides of the relationship, how to pause to check ourselves, and why leaders set the bar and build the culture so your DEIB initiatives will get traction.

To access the episode transcript, please search for the episode title at www.TheEmpathyEdge.com

Key Takeaways:

• We are inputting 11 million bits of information every second across all our senses, but we can only process and are only consciously aware of 40 of those.
• Assume positive intent on behalf of others. Also, assume your impact isn’t positive. When you take that accountability, we can communicate more effectively when we face obstacles.
• It is not your responsibility to make others behave empathetically. It is your responsibility to model the appropriate empathetic behavior.
• You can’t make empathy HR’s problem. It requires self-awareness and consciously slowing down to understand your own biases. 

"Where are we missing the mark when we know that everyone benefits from an inclusive workplace? Why is there resistance? How do we need to approach folks in our organization that are resistant in a different way for them to see what's in their self-interest as well?" —  Sara Taylor. Author, Thinking at the Speed of Bias

Episode References: 

• Intercultural Development Inventory (IDI) Assessment 

The Empathy Edge podcast episodes related to DEIB:

• Karen Catlin: How to be a Real Ally
• Cynthia Owyoung: Diversity and Inclusion Deliver Real Results. But Have We Made Progress?
• Jeannie Gainsburg: How to Be a Savvy LGBTQ+ Ally
• Renée Freeman: Coaching Leaders to Embrace Inclusion
• M.E. Hart: How to Have Honest Conversations at Work

From Our Partner:

SparkEffect partners with organizations to unlock the full potential of their greatest asset: their people. Through their tailored assessments and expert coaching at every level, SparkEffect helps organizations manage change, sustain growth, and chart a path to a brighter future.

Go to sparkeffect.com/edge now and download your complimentary Professional and Organizational Alignment Review today.

About Sara Taylor, President, deepSEE Consulting, Author, Thinking at the Speed of Bias

Nationally recognized speaker, author, and consultant, Sara is a thought leader in the field of DEI and Cultural Competence. Numerous individuals and organizations use her bestselling book, Filter Shift, and new release book Thinking at the Speed of Bias to increase success and create greater effectiveness in interactions across differences. Sara’s company, deepSEE Consulting works with local, national, and global clients to take their Diversity and Inclusion work to the next level.

Connect with Sara:

Book: Thinking at the Speed of Bias

deepSEE Consulting: deepseeconsulting.com

LinkedIn: linkedin.com/in/sarajanetaylor

Facebook: facebook.com/deepsee.consulting

Connect with Maria:

Get Maria's books on empathy: Red-Slice.com/books

Learn more about Maria's work: Red-Slice.com

Hire Maria to speak: Red-Slice.com/Speaker-Maria-Ross

Take the LinkedIn Learning Course! Leading with Empathy

LinkedIn: Maria Ross

Instagram: @redslicemaria

Facebook: Red Slice

Threads: @redslicemaria

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