Enhancing IT Leadership through “Diversity Monologues”

IT Leaders gathered in October to participate in the first of four “Diversity Monologues” to clarify their role in championing diversity, equity, inclusion, and belonging (DEIB) within ITS. The session was led by Deborah Stanley-McAulay, Associate Vice President for Employee Engagement and Workplace Culture, whose team is responsible for developing a total of 17 monologues in the format of brief videos. Each video is based on interviews conducted with “real Yale staff” and features actors portraying issues they encountered in the workplace because of some aspect of their identity. IT Leaders will complete the remaining three monologues during the next year and a half to gain a greater understanding of how to be a strong diversity leader within ITS.

Deborah started by reinforcing Yale’s Diversity Leadership framework, as taught in the Great Manager class within the Managing at Yale program. The framework demonstrates how to address dilemmas or challenges using four steps, and associated actions:

• Assess: Cluelessness, intent, impact
• Intervene: Inquire, assess risk, provide feedback, reframe
• Build Support: Determine who could help, clarify what is needed, identify partnership options
• Resolve: Reinforce cost-to-benefit, determine next steps

Central to these steps are core considerations, including personal connections, institutional messages, and cultural norms, which influence a leader’s ability to resolve a situation or challenge.

Deborah then asked everyone to watch one of the Monologues featuring “Ruth Washington,” an actor portraying a Yale employee who expressed the experience of being misjudged and/or mistreated by colleagues. She asked IT staff to record and report out their reactions to the video. A few of the reflections shared by ITS staff included:

• Aim to create a “safe place” for the employee to share concerns.
• Practice active listening and demonstrate empathy.
• Repeat back what you heard, to ensure shared understanding.
• Ask how you can be supportive.
• Don’t diminish the employee’s experience and don’t get defensive.
• Be sensitive to body language.
• Model behaviors that support diversity and address inequities directly. Be consistent.
• Give praise equally and reach out to colleagues privately to address biases that may negatively impact the environment.

At the end of this session, they were provided with a discussion guide to extend their learning. In addition to training its leaders, all ITS staff will receive training on how to support diversity, equity, inclusion, and belonging (DEIB) in FY22.

Sandra Germenis, Associate CIO, Campus Technology Services, who has supported these efforts, thanked Deborah for her expertise and support of this program. She also thanked Ann Brainard-Dougan, whose role as Chair of the CCI Action Team has driven the development of these efforts.