Unit 5 - DEI, Ethical Leadership & Bias Flashcards
(15 cards)
Ethical Leadership Overview
Q: What are the two parts of ethical leadership?
Moral Person vs Moral Manager
A: Being a moral person and a moral manager.
➔ Moral Person: Demonstrates honesty, integrity, fairness in personal behavior.
➔ Moral Manager: Actively promotes ethical standards by communication, rewards, and role modeling.
➔ Key Tip: Ethical leadership builds trust, which is critical for thriving and engagement.
Inclusive Leadership and Four Freedoms
Q: What is the key to inclusive leadership?
Inclusive Leadership (Four Freedoms)
A: Supporting the Four Freedoms: 1.Freedom to Be
2. Become
3. Fade
4. Fail
➔ Freedom to Be: Authenticity is welcomed.
➔ Freedom to Become: Growth and change are supported.
➔ Freedom to Fade: People can step back or change roles without penalty.
➔ Freedom to Fail: Mistakes are treated as learning opportunities.
➔ Key Tip: Inclusive leadership boosts belonging, psychological safety, and thriving.
Age Diversity Importance
Q: Why is age diversity important in organizations?
Age Diversity
It combines fluid intelligence (younger workers) and crystallized intelligence (older workers).
➔ Younger employees bring fresh ideas and adaptability (fluid intelligence).
➔ Older employees contribute experience, wisdom, and strategic thinking (crystallized intelligence).
➔ Key Tip: Mixed-age teams are more resilient and innovative when managed inclusively.
Neurodiversity in the Workplace
Q: What is neurodiversity in the workplace?
Neurodiversity
Embracing cognitive differences (e.g., autism, ADHD) to foster innovation.
➔ Neurodivergent individuals offer unique problem-solving approaches and creativity.
➔ Inclusion strategies should adapt environments, not try to “fix” the person.
➔ Key Tip: Neurodiversity helps organizations think differently and innovate faster.
Anchoring Trap in Decision-Making
Q: What is the anchoring trap in decision-making?
Perceptual/Decision-Making Biases Overview
Over-relying on the first information received.
➔ Anchoring distorts decisions by giving too much weight to initial data, even if irrelevant later.
➔ Leaders must seek diverse viewpoints and revisit assumptions.
➔ Key Tip: Always ask, “Am I basing this on outdated or incomplete first impressions?”
Sunk-Cost Trap in Decision-Making
Q: What is the sunk-cost trap?
Perceptual/Decision-Making Biases Overview
A: Continuing a bad decision because of past investments.
➔ People irrationally stick with poor choices because they have already invested time, money, or effort.
➔ Wise leaders cut losses when needed, instead of “throwing good money after bad.”
➔ Key Tip: Focus on future benefits, not past costs.
Inclusive Leadership and Innovation
Q: How does inclusive leadership drive a competitive advantage?
DEI Competitive Advantage
It boosts innovation, engagement, and psychological safety across diverse teams.
➔ Inclusive leaders tap into the full talents and perspectives of diverse employees.
➔ Psychological safety from inclusive leadership leads to better risk-taking, creativity, and loyalty.
➔ Key Tip: Diversity + Inclusion → Innovation + Thriving → Higher performance.
Attribution Errors – Fundamental Attribution Error
What is the fundamental attribution error?
Perceptual/Decision-Making Biases Overview
Over-attributing others’ mistakes to their character, rather than to situational factors.
➔ We assume someone’s bad behavior is due to “who they are” instead of their situation.
➔ Example: Blaming an employee for being “lazy” when they were actually overloaded.
➔ Key Tip: Good leaders investigate situations before judging people.
Attribution Errors – Self-Serving Bias
What is the self-serving bias?
Perceptual/Decision-Making Biases Overview
Taking credit for successes and blaming external factors for failures.
➔ We protect our ego by attributing good outcomes to ourselves and bad outcomes to others or bad luck.
➔ Example: “I succeeded because I’m smart; I failed because the system was unfair.”
➔ Key Tip: Self-awareness helps leaders avoid this bias and build trust with teams.
DEI and Mental Health
Why is mental health support important in DEI efforts?
Health Impacts and Mental Health
Employees of color and diverse backgrounds may face unique stressors; culturally sensitive mental health support is critical for inclusion and thriving.
➔ Diverse employees often face added stress from bias, microaggressions, or lack of belonging.
➔ Mental health resources must recognize cultural backgrounds and individual needs.
➔ Key Tip: Inclusion without attention to mental health is incomplete — thriving requires holistic support.
DEI as Competitive Advantage
How does DEI drive competitive advantage in organizations?
DEI Competitive Advantage
DEI boosts innovation, problem-solving, employee engagement, brand reputation, and organizational resilience.
➔ Diverse teams generate more ideas, spot risks faster, and connect with broader customer bases.
➔ Inclusive cultures increase employee retention and satisfaction.
➔ Key Tip: DEI is a strategic asset — not just an ethical choice.
Confirming Evidence Trap
What is the Confirming Evidence Trap?
Perceptual/Decision-Making Biases Overview
Seeking information that supports existing beliefs while ignoring contradictory evidence.
➔ We selectively gather facts that align with what we already believe.
➔ This can blind leaders to risks, new opportunities, or needed change.
➔ Key Tip: Good decision-makers actively seek disconfirming evidence.
Status Quo Trap
What is the Status Quo Trap?
Perceptual/Decision-Making Biases Overview
Preferring the current situation even when better alternatives exist.
➔ We often resist change simply because staying the same feels safer or easier.
➔ The fear of loss outweighs the potential gain.
➔ Key Tip: Leaders must evaluate decisions based on objective benefits, not habit or fear.
Power and Influence in Organizations
What are power dynamics in organizational leadership?
Power Dynamics
Power dynamics refer to how individuals influence others, including using soft power (e.g., expertise, relationships) without needing formal authority.
➔ Leaders without official titles still influence others through expertise, reputation, relationships, and persuasion (soft power).
➔ Understanding power dynamics helps leaders build coalitions, foster inclusion, and drive change effectively.
➔ Key Tip: Influence is often more about trust, credibility, and alliances than job titles.
Inclusion Driving Innovation and Engagement
How does inclusion benefit organizations?
Inclusion Dynamics and Benefits
Inclusion increases innovation, enhances employee engagement, improves problem-solving, and strengthens organizational resilience.
➔ Inclusive workplaces encourage diverse perspectives, leading to better ideas and more adaptive strategies.
➔ Employees in inclusive environments are more committed, creative, and willing to take healthy risks.
➔ Key Tip: Inclusion is a competitive advantage, not just a moral goal — it drives both thriving and business success.
