Initiating and Supporting Conversations on Diversity Equity and

Initiating and Supporting Conversations on Diversity, Equity and Inclusion – Part 1 § Inca A. Mohamed, Internationally recognized facilitator and consultant

Initiating & Supporting Conversations on Equity, Diversity, and Inclusion Part I Presented by: Inca A. Mohamed IAM Associates

7 Habits of Brave Meetings Seek to build a community of practice where everyone is a learner, resource, and guide. Speak your truth / "I" Statements. Maintain confidentiality. Take a chance. Help to ensure equitable participation Practice WAIT. One person speaks at a time / Minimize side conversations.

Needs Assessment Why are conversations on EDI important? Why is it so hard to sustain conversations about EDI? Video: Jay Smooth – “How I Learned To Stop Worrying and Love Discussing Race”

Jay Smooth – “How I Learned To Stop Worrying and Love Discussing Race” https: //www. youtube. com/watch? v=Mbdxe. Fc. Qta. U

What have we learned from the conversations we have had? What worked? What did not work? What was our takeaway lesson?

White Fragility White people in North America live in a social environment that protects and insulates them from race-based stress. This insulated environment of racial protection builds white expectation for racial comfort while at the same time lowering the ability to tolerate racial stress. White Fragility is a state in which even a minimum amount of racial stress becomes intolerable triggering a range of defensive moves, i. e. anger, fear, guilt and behaviors such as argumentation, silence, and leaving the stress inducing situation. These behaviors in turn function to reinstate white racial equilibrium. (Dr. Robin Di. Angelo)

Racial Equity, Diversity and Inclusion

Credit d. RWorks/Change. Work MP Associates Open. Source Leadership Strategies People’s Institute for Survival & Beyond ● Race Forward ● Western States Center ● ● Content is adapted from numerous organizations and consultants.

The Pieces to Solve the Puzzle Diversity/ Inclusion Racial Equity Implicit/ Unconscious Bias Anti. Racism Micro. Aggression Cultural Competence

Why Lead with Racial Justice

Past: History

White Supremacy The belief that white people are superior to those of all other races, especially the Black race, and should therefore dominate society. New Oxford American Dictionary "I'd ask you to go back through history and figure out, where are these contributions that have been made by these other categories of people (non-western, non-white) that you're talking about, where did any other subgroup of people contribute more to civilization? ” Representative Steve King

Past & Present: Racialized Systems

The Demographic Shift in the U. S.

Counter “Wedge” Tactic

The Same Structure that Maintains Racism is Used to Oppress Our Other Identities. Therefore, Dismantling Racism Advance Social Justice

I have learned that oppression and the intolerance of difference come in all shapes and sexes and colors and sexualities; and that among those of us who share the goals of liberation and a workable future for our children, there can be no hierarchies of oppression. I have learned that sexism and heterosexism both arise from the same source as racism. - Audre Lorde

Intersectionality When feminism does not explicitly oppose racism, and when anti-racism does not incorporate opposition to patriarchy, race and gender politics often end up being antagonistic to each other and both interests lose. - Kimberle Crenshaw

Targeted Universalism “TARGETED UNIVERSALISM sees marginalized populations in American society as the canary in the coal mine. It recognizes that problems faced by particular segments of American society are problems that could spill over into the lives of everyone. ” - john a. powell, Stephen Menendian & Jason Reece

Moving Sidewalk

“To say that it is not our fault does not relieve us of responsibility. We may not have polluted the air, but we need to take responsibility, along with others, for cleaning it up… The task for each of us, white and of color, is to identify what our own sphere of influence is (however large or small) and to consider how it might be used to interrupt the cycle of racism. ” - Beverly Daniel Tatum

What can we do? What are our choices? Moving With Standing Still Moving Against We are part of the structure. And the structure is in us.

Race Equity Terms and Concepts

Why These Alphabets? What do they mean? I ED EID DEI

Diversity = Variety

Inclusion = Included

DIVERSITY Values every group INCLUSION Included traditionally excluded groups into to share power. EQUITY one's identity no longer predicted, how one fares

Under advantage Structural oppression shrinks a person’s options and opportunities, while giving more weight to challenges and consequences, based solely on identities.

Over advantage Structural privilege enlarges and gives more weight to a person’s options and opportunities, while shrinking challenges and consequences, based solely on identities.

Three Issues to be conscious of: Ø Making Indigenous People invisible Ø Anti-Black Racism Ø POC have different historical and present day experiences of oppression and bias

Courageous Conversations Robert Gass

POP Purpose Outcome(s) Process

POP One important application of POP is having courageous conversations. Way too often, we launch into critical conversations without clear intent, much less a clear plan to accomplish what we desire. We may have some vague thought of “wanting to get something off our chest” or to “clear the air. ”

Purposeful Action What is the purpose of this conversation? Examples: Ø To respond to interest in EDI. Ø To initiate interest in EDI. Ø To gain alignment around a specific proposal to address EDI issues. Ø To respond to something that occurred that demonstrated a lack of understanding about EDI issues that caused pain to another.

Articulated Outcomes What is the outcome we are seeking? Ø Increase awareness about EDI issues. Ø Increasing knowledge about EDI issues. Ø Increasing understanding about EDI issues. Ø Increasing bravery to address EDI issues. Ø Getting buy-in on a specific EDI proposal.

Things to Consider in Determining your Process If you’re waiting for confidence or comfort, you might never have that conversation.

Guide to Having Transformative Conversations About Race (Aaron Goggans) Faithful Witnessing (A term coined by Maria Lugones) Before you criticize someone for being angry, especially someone who is angry about their treatment as a marginalized person, ask why they are angry and why you are not.

Guide to Having Transformative Conversations About Race (Aaron Goggans) Pick your battles Remember the goals of the conversation, the time limits, and your own emotional capacity. Equally important, know that no one comes to this process fully formed and people move through relationships, agitation, education, love, and support over long periods of time.

Guide to Having Transformative Conversations About Race (Aaron Goggans) Speak from a place of love Conversations about race can be difficult and gut wrenching. It is important to remember our love for self and community in these conversations. When we forget to speak from love we often get lost trying to prove a point or forget to take care of ourselves when speaking from personal trauma. Additionally, speaking from a place of love, even from the anger at something you love being threatened, is going to make it easier for people to enter into the conversation with you.

Guide to Having Transformative Conversations About Race (Aaron Goggans) Don’t go deeper than you have time and space for For every emotional inch you delve into the topic of race, you need time to walk 2 inches back to an emotionally stable place. One of the reasons that conversations about race are so exhausting is that we forget to pace ourselves and return to a secure footing afterwards.

Guide to Having Transformative Conversations About Race (Aaron Goggans) Be prepared to hold multiple truths Every individual has their own experience of race. Two people of the same race might even experience the same incident differently. We can learn a lot about race and ourselves by learning to hold these multiple true experiences.

Guide to Having Transformative Conversations About Race (Aaron Goggans) Have a closing but don’t expect closure As stated earlier, it’s important not to end our conversations while we are still raw. However, we should not expect a feeling of closure at the end of one conversation. Race is too complex a topic for us to get closure. Rather than closure we should seek thoroughness and open minded growth.

Guide to Having Transformative Conversations About Race (Aaron Goggans) Build Shared Agreements It’s important that participants get to say what they need to be brave in a space. Shared agreements also help set the norm that it is everyone’s responsibility to hold space within the conversation.

Additional Tips It is important to educate yourself — Be knowledgeable on EDI issues. Practice with people whom you feel safe. Be willing to be challenged. Accept and honor your feelings. Believe in the value of your effort — Lives are dependent on change. Having hope is an essential component.

Part II Practice Form Groups of 3. Each person will have a chance to initiate a conversation. Conversations will go for 10 min. with 5 min. for feedback.

Practice Feedback should include: 1) something that was done well 2) something that could be enhanced

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