Learn why project managers are poised to be leaders in equity and change.

1. @samschak
1
Diversity & Inclusion in Project Management
Y’all Means All
Samantha Schak, CSPO®

2. 2
`
Samantha Schak (she/her/hers)
@samschak
INTRODUCTION
CSPO®

3. 3
INTRODUCTION
Improv Teacher
@samschak

4. 4
INTRODUCTION
Mental Health Podcast Producer
@samschak

5. 5
INTRODUCTION
Diversity & Inclusion Advocate
@samschak

6. 6
INTRODUCTION
Diversity & Inclusion Advocate
@samschak

7. 7
Agenda01
02
03
04
05
06
Introduction
Warmup
D&I Basics
Leadership of PM
Change Process
Wrap-up

8. 8
Share a light embarrassing
story in the chat.
Warmup

9. 9
In Roger Schwartz’s eight
behaviors for smarter teams one
of the pillars is, “agree on what
important words mean.”
D&I Basics
M U T U A L U N D E R S T A N D I N G

10. 10
Psychological, physical, and social differences that occur
among all individuals. A diverse group, community or
organization, is one in which a variety of social and cultural
characteristics exist.
.diversity

11. 11
.diversity
Gender
Religion
Physical Abilities
Age/Generation
Race Ethnicity
Nationality
Culture
Military Experience
Physical Traits Body Size/Type
Behaviors
Socio-Economic Status
Work Background
Thinking Styles
Skin Color
Values/Beliefs
Geographic Location
Martial Status
Invisible
Visible
Health & Illness

12. 12
The way we allow diverse set of individuals to
feel safe and heard through sustained
processes of empowerment and belonging.
.inclusion

13. 13
Intentional practices for building diverse teams,
retaining those team, and providing equitable
professional growth. Think of this similar to
Design Thinking: the framework and iterative
process that looks to understand and redefine
problem solving.
Diversity &
Inclusion

14. Related
14
The intertwining of social identities such as gender, race,
ethnicity, social class, religion, sexual orientation, and/or
gender identity, which can result in unique experiences,
opportunities, and barriers.
Intersectionality
DEI
Diversity, Equity, Inclusion
Social Responsibility
An ethical theory in which individuals are accountable for
fulfilling their civic duty, and the actions of an individual
must benefit the whole of society.

15. Statistics
15
40% employees leave a company
after experiencing harassment,
bullying, or stereotyping
healthy teams
Retention /
Innovation /
Workflow /
Inclusive companies are 1.7x
more innovative
Psychologically safe teams
are 10x more likely to work
effectively together.
Sources:
Kapor Center
People management.co
Great Place to Work

16. 16
A D D T O
C H A T N O W
What are the qualities
that make a great
project manager?

17. 17
R E V I E W
C H A T
Why are project
managers primed for
integrating D&I?

18. 18
D I V E R S I T Y & I N C L U S I O N
Change Process

19. 19
Change over time
Denial
It’s natural to look for evidence this
isn’t true
Acceptance
When it becomes clear the change is
real, frustration can set in
Engagement
Onward and upward to more change
Decision
After accepting reality and starting to
engage, firm decisions are made
Experimental
Putting a toe in the water and
engage with new situation
Depression
Low energy and low mood

20. 20
Do I need to share my story? Do I need to
listen?
P E R S O N A L R E S P O N S I B I L I T Y
Acceptance S E L F - A S S E S S M E N T
What do I need to do to dig into my own bias?

21. 21

22. 22
Depression
What kindness do I need to show myself and
others right now?
R E L E A S E S H A M E
E M B R A C E F A I L U R E
Accept that I will have missteps in this
journey.

23. 23
Experimental
Meet with individual team members to find
where there are inclusion opportunities.
S C H E D U L E 1 O N 1 s
T A K I N G N O T E S
Who’s not in the room making decisions? Who
are we leaving out when we create products?
Does our team all look the same?

24. 24
Decision
• Books
• Udemy courses
• Events
• Blogs
• Sharing & engaging with content
O N G O I N G E D U C A T I O N
T H O U G H T L E A D E R S H I P
What content am I consuming and
how can I diversify my following?

25. 25

26. 26
Engagement
Actively addressing problematic behavior
H E A L T H Y C O N F R O N T A T I O N
Microaggressions
Brief and commonplace daily verbal, behavioral, or
environmental indignities, whether intentional or
unintentional, that communicate hostile, derogatory,
or negative prejudicial slights and insults toward any
group, particularly culturally marginalized groups.

27. 27

28. 28
Diffuse defensiveness by showing mutual
respect. Start with gratitude or recognition.
Confronting
V A L I D A T E
Confronted
Acknowledge the feelings and subject matter the
person is bringing to you.

29. 29
Diffuse defensiveness by showing mutual
respect. Start with gratitude or recognition.
Confronting
C U R I O S I T Y
V A L I D A T E
Ask questions to uncover intent. “Can you help
me understand [blank]? “
Confronted
Acknowledge the feelings and subject matter the
person is bringing to you.
Ask questions to see how you can make it right
or learn for next time.

30. 30
Diffuse defensiveness by showing mutual
respect. Start with gratitude or recognition.
Confronting
C U R I O S I T Y
I M P A C T
V A L I D A T E
Ask questions to uncover intent. “Can you help
me understand [blank]? “
Open up by sharing the personal impact. Connect
by saying “I feel, I think.”
Confronted
Acknowledge the feelings and subject matter the
person is bringing to you.
Ask questions to see how you can make it right
or learn for next time.
This is the time to share how you will move
forward from this Connect by saying “I feel, I think.”

31. 31
Engagement
Actively addressing problematic behavior
H E A L T H Y C O N F R O N T A T I O N
P M O P P O R T U N I T I E S
• Kickoff Activities
• Inclusive Meetings
• Team Alignment
• How Should we build it?
• Team Health

32. 32
You can’t change company culture.
You can change project culture.
Wrap-up

33. 33
PM with Purpose
@ s a m s c h a k
@ p m w i t h p u r p o s e
p m w i t h p u r p o s e . c o m

34. QUESTIONS?samschak
Diversity & Inclusion
Project Management
pmwithpurpose.compmwithpurpose