IC35: Diversity & Respect: The Science of Exclusion

Sunday, November 6, 2022

1:30 PM – 5:30 PM

Presenter(s)

Cherry Collier, Ph.D and M.S.in Applied Social Psychology

Founder, Chief Inclusion Officer and Project Director
Personality Matters, Inc.
ATLANTA, Georgia, United States

Slides
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Tonjua Freeman, Ph.D. and M.Ed. in Science Education from the University of Georgia

Chief Science Officer
Personality Matters, Inc.
ATLANTA, Georgia, United States
KH

Kimberly Hart, Ph.D.andM.S.inIndustrialand Organizational Psychology Education from the University of Georgia

Diversity Consultant and Executive Coach
Personality Matters, Inc.
ATLANTA, Georgia, United States

NeuroIQ is our signature foundational learning series is comprised of five courses that explore the theories and behaviors needed to build truly inclusive organizations where all members are seen, heard, and understood. Course 1: Diversity & Respect Course 2: The Science of Exclusion Course 3: The Science of Belonging Course 4: Personality Matters Course 5: Inclusive Collaboration Diversity without inclusion is exclusion. This course introduces the SCARF model: a brain-based model for collaborating with and influencing others. The SCARF model involves five domains of human social experience: Status, Certainty, Autonomy, Relatedness and Fairness. The significance of the approach-avoid response becomes clearer when one discovers the dramatic effect that these states can have on perception and problem solving, and the implications of this effect on decision-making, stress management, collaboration and motivation. NeuroIQ is a holistic approach to leadership. It’s the expansive and adaptable toolkit for our time.

Learning Objectives:

One of the expected learning outcomes from “The Science of Exclusion” is to recognize different brain responses to physical and social injuries. Our brains sense that other people’s actions either put us in danger or keep us safe and happy.
Another expected learning outcome from “The Science of Exclusion” is to know our actions of unintentionally or intentionally not including someone through “AHA” moment which stands for Accelerated Heightened Awareness.
The third expected learning outcome from “The Science of Exclusion” is to be knowledgeable about the “Diversity Tension” which is the feeling of pressure or tautness we experience when faced with a situation which challenges us in some way. This is the result from the dynamics of the differences and similarities in the elements of the mixture within the team.