{"id":178,"date":"2022-10-19T14:46:38","date_gmt":"2022-10-19T21:46:38","guid":{"rendered":"https:\/\/blogs.ubc.ca\/allyshipatwork\/?page_id=178"},"modified":"2023-09-13T18:15:03","modified_gmt":"2023-09-14T01:15:03","slug":"chapter-3-fostering-inclusion","status":"publish","type":"page","link":"https:\/\/blogs.ubc.ca\/allyshipatwork\/chapter-3-fostering-inclusion\/","title":{"rendered":"3. Fostering Inclusion"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">It can be difficult to create change by only reacting to bias when we see it,\u00a0<\/span><span style=\"font-weight: 400;\">or even to recognize bias while it is happening. <strong>What if we instead focused\u00a0<\/strong><\/span><strong>on fostering inclusion?<\/strong><\/p>\n<h3><b>Proactive Allyship\u00a0\u00a0<\/b><\/h3>\n<p><b>Proactive allyship<\/b><span style=\"font-weight: 400;\"> refers to efforts to increase inclusion (e.g. inviting marginalized coworkers onto key projects).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This can look like:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Amplifying women\u2019s contributions<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Building a diverse project team<br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Offering paid parental leave to all employees<br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Including all teammates in social functions<\/span><\/li>\n<\/ul>\n<hr \/>\n<h3><b>Ada, Ben, &amp; Rajesh<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Let\u2019s return to Ada\u2019s interactions with Ben and Rajesh.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-324 size-large alignnone\" src=\"http:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Ada-Rajesh-Ben-1024x456.png\" alt=\"\" width=\"580\" height=\"258\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Suppose that Rajesh emails the team ahead of time to announce that Ada will be leading client talks during their next client meeting. Even if Ben suggests Ada should take notes, Ben\u2019s comment doesn\u2019t have the same impact since she is already in charge of leading client talks.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-335\" src=\"http:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network.png\" alt=\"\" width=\"4763\" height=\"2053\" srcset=\"https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network.png 4763w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network-300x129.png 300w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network-1024x441.png 1024w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network-768x331.png 768w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network-1536x662.png 1536w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network-2048x883.png 2048w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network-1200x517.png 1200w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network-1980x853.png 1980w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network-1250x539.png 1250w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Proactive-Allyship-with-network-400x172.png 400w\" sizes=\"auto, (max-width: 4763px) 100vw, 4763px\" \/><\/p>\n<h5 style=\"text-align: center;\">&#8220;Hi all, We&#8217;re excited to have Ada lead the next round of client talks. Here&#8217;s the agenda&#8230;&#8221;<\/h5>\n<hr \/>\n<h4 style=\"padding-left: 80px;\"><b>Note!<\/b><\/h4>\n<p style=\"padding-left: 80px;\"><span style=\"font-weight: 400;\">Our simulator also assumes that proactive allyship actions always build resilience to gender bias. In reality, this is not always the case.<\/span><\/p>\n<p style=\"padding-left: 80px;\"><span style=\"font-weight: 400;\">Even if gender bias does not reduce inclusion (as we are assuming in our simulator), these experiences still result in psychological harm.<\/span><\/p>\n<hr \/>\n<h3><b>The benefits of fostering inclusion<br \/>\n<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">This time, let\u2019s assume that 25% of interactions are biased <\/span><span style=\"font-weight: 400;\">and<\/span><span style=\"font-weight: 400;\"> 15% of interactions are successful <strong><span style=\"color: #10a34b;\">proactive allyship<\/span> actions<\/strong> (represented by <strong>green<\/strong> <strong>arrows<\/strong>).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What would an average day at the office look like now?<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-538 size-full\" src=\"http:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2023\/09\/ezgif.com-gif-maker-2.gif\" alt=\"\" width=\"1134\" height=\"682\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Notice that individuals who are targets of successful proactive allyship actions are surrounded by a green circle, indicating they are resilient to future gender bias actions.<\/span><\/p>\n<h4><strong>Reflect: What do you notice about women&#8217;s inclusion compared to the previous round?<\/strong><\/h4>\n<hr \/>\n<h3><b>Try It Out<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">This time with our simulator, you can use the sliders to adjust the levels of allyship and choose between proactive and reactive.\u00a0<\/span><\/p>\n<p><strong>Change the percentage and type of allied behavior and see what happens to the inclusion level.<\/strong><\/p>\n<h4 style=\"text-align: center;\"><a href=\"https:\/\/projectrise.ca\/allyshipsim\/proactive\/\" target=\"_blank\" rel=\"noopener\">Click here to access proactive allyship simulator<\/a><br \/>\n<img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-427\" src=\"http:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Simulator-Proactive-Allyship-v2-1024x576.jpg\" alt=\"\" width=\"1000\" height=\"562\" srcset=\"https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Simulator-Proactive-Allyship-v2-1024x576.jpg 1024w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Simulator-Proactive-Allyship-v2-300x169.jpg 300w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Simulator-Proactive-Allyship-v2-768x432.jpg 768w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Simulator-Proactive-Allyship-v2-1536x864.jpg 1536w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Simulator-Proactive-Allyship-v2-2048x1151.jpg 2048w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Simulator-Proactive-Allyship-v2-1200x675.jpg 1200w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Simulator-Proactive-Allyship-v2-1980x1113.jpg 1980w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Simulator-Proactive-Allyship-v2-1250x703.jpg 1250w, https:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Simulator-Proactive-Allyship-v2-400x225.jpg 400w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><\/h4>\n<hr \/>\n<h3><b>Overall:<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Proactive allyship<\/span><b> mitigates bias before it happens<\/b><span style=\"font-weight: 400;\">, reducing exclusion from networks even when a person encounters bias\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Being proactive can <\/span><b>foster inclusion<\/b><span style=\"font-weight: 400;\"> and a small amount of proactive actions <\/span><b>can have a big impact<\/b><\/li>\n<\/ul>\n<p><b>Over time, proactive actions can set a norm for organizational culture.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">These actions can be more accessible to take as they do not depend on a person seeing bias in real time, and are often more focused on growth and inclusion than confrontation*\u00a0\u00a0<\/span><\/p>\n<hr \/>\n<h3><b>From Ada&#8217;s Perspective<\/b><\/h3>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-307 size-medium\" src=\"http:\/\/blogs.ubc.ca\/allyshipatwork\/files\/2022\/11\/Ada-Icon-226x300.png\" alt=\"\" width=\"226\" height=\"300\" \/><\/p>\n<h5 style=\"text-align: center;\">\u201cRajesh just sent an email announcing the new project team, and I\u2019m in charge of leading client talks! Being in this technical leadership position has really made me feel more included at the company. And it&#8217;s definitely going to help me get that promotion I\u2019ve been working toward.\u201d<\/h5>\n<hr \/>\n<h3 style=\"text-align: center;\"><a href=\"https:\/\/blogs.ubc.ca\/allyshipatwork\/sandbox\/\">Next Step: Full Simulator<\/a><\/h3>\n","protected":false},"excerpt":{"rendered":"<p>It can be difficult to create change by only reacting to bias when we see it,\u00a0or even to recognize bias while it is happening. What if we instead focused\u00a0on fostering inclusion? Proactive Allyship\u00a0\u00a0 Proactive allyship refers to efforts to increase inclusion (e.g. inviting marginalized coworkers onto key projects). This can look like: Amplifying women\u2019s contributions [&hellip;]<\/p>\n","protected":false},"author":93105,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"templates\/template-full-width.php","meta":{"footnotes":""},"class_list":["post-178","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/blogs.ubc.ca\/allyshipatwork\/wp-json\/wp\/v2\/pages\/178","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.ubc.ca\/allyshipatwork\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/blogs.ubc.ca\/allyshipatwork\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.ubc.ca\/allyshipatwork\/wp-json\/wp\/v2\/users\/93105"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.ubc.ca\/allyshipatwork\/wp-json\/wp\/v2\/comments?post=178"}],"version-history":[{"count":38,"href":"https:\/\/blogs.ubc.ca\/allyshipatwork\/wp-json\/wp\/v2\/pages\/178\/revisions"}],"predecessor-version":[{"id":556,"href":"https:\/\/blogs.ubc.ca\/allyshipatwork\/wp-json\/wp\/v2\/pages\/178\/revisions\/556"}],"wp:attachment":[{"href":"https:\/\/blogs.ubc.ca\/allyshipatwork\/wp-json\/wp\/v2\/media?parent=178"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}