let’s face it! a conversation & workshop on diversity
TRANSCRIPT
Sherwood Trust Foundation& Community Partners
�Let’s FACE IT! A Conversation & Workshop on Diversity,
Equity and Inclusion”
@ Walla Walla Community CollegeWorkshop 1: March 7, 2018
5:30 p.m. – 8:30 p.m.Workshop 2: March 8, 2018
9:00 a.m. – 12:30 p.m.
Facilitators: Mike Beebe & Viviana Aguilar
Welcome! Howdy!¡Bienvenidos!¡Bienvenidas!
Glad you’re here!!Bienvenue!
Foon Ying! Aloha!Willkommen!
Acknowledgements:
¨ Original keepers of this land
¨ Walla Walla Community College
¨ Lydia Caudill & the Sherwood Trust Foundation
F. = FacilitatingA. = Awareness &
C. = Change forE. = Equity
Consulting Collaborative
Learning Outcomes:
v Grow our self awareness.
v Create shared language and definitions.
v Aspire to be more effective ALLIES.
EMPLOY AN APPROACH THAT
LAYS A FOUNDATION
FOR:
¨ SAFETY¨ MUTUAL RESPECT¨ OPEN DIALOGUE¨ TRUST BUILDING¨ MAKING ‘NEW
CONNECTIONS’¨ CHALLENGING
ASSUMPTIONS¨ ADDRESSING EQUITY¨ TAKING NEEDED
ACTION
Workshop Agenda:
¤ Welcome, intros, overview¤ “Sharing Our Names”¤ Shared language: Diversity, Equity, Inclusion¤ Our Cultural identities¤ “Hot buttons” & Microaggressions¤ Shared language: Stereotype, Prejudice,
Discrimination, Oppression¤ What are Aspiring Allies¤ Ally Behaviors: Interrupting
Microaggressions¤ Appreciations & Closing 7
Workshop Flow:
**
ProposedWORKING
AGREEMENTS:
8
¨ Share the talk time¨ Respect & honor each
other¨ Do active listening¨ Share your knowledge¨ Technology for break
time please¨ Help one another¨ Get curious together¨ Move up, move back¨ Hold space for each
other that is safe and brave
¨ Keep confidentiality
Levels of the WorkStructural – institutional
accountability
Institutional - recognize and challenge power
imbalances
Individual –lifelong learning & critical self
reflection
Relationship Building Activity:“SHARING OUR NAMES”
¤ History, traditions, rituals?¤ Meaning?¤ Treatment and variation?¤ Experiences, feelings,
thoughts?¤ Preferences?
11
WHAT IS CULTURE?
“Culture is the shared set of assumptions, values, and beliefs
of a group of people by which they organize their common life.”
Gary Wederspahn
12
Cultural competency & beyond Culture is
much like water for fish …Other metaphors?
14
Question:
Who are you, culturally?How do you
identify?
Significant dimensions of our cultural identities
RACE/ETHNICITY GENDER GENERATION/AGE
GEOGRAPHIC LOCATION NATIONALITY BODY SIZE
LANGUAGE OF ORIGIN MARITAL STATUS
SEXUAL ORIENTATION RELIGION/SPIRITUALITY
EDUCATION FAMILY STATUS IMMIGRATION STATUS
PHYSICAL/ MENTAL ABILITY ECONOMIC CLASS
WORK/LABOR BIOLOGICAL SEX
Cultural Identity Sharing:
¤ Think of 4 key aspects; choose 4 pipe cleaners
¤ Reflect on how these aspects of your identity help define/inform who you are
¤ Make pipe cleaner sculpture that helps tell your story
¤ Share your story – 3-4 minutes
17
Cultural identity Questions:
Who in our communities are continually asked/forced to
give up parts of their identities?
What is the impact of this?¨ On individuals & families?
¨ On communities?¨ On the broader society?
“How microaggressions are like mosquito bites – Same Difference”
q Fusion Comedy video (1:58 min)
q CLICK HERE
MICROAGGRESSIONSRacial Context: Racism in U.S.
• “Microaggression” coined by Chester Pierce in 1970 in his work with Black Americans as “subtle, stunning, often automatic, and nonverbal exchanges which are ‘put downs’”
• “…one must not look for the gross and obvious. The subtle, cumulative miniassault is the substance of today’s racism” (Pierce, 1974, p. 516)
• “In and of itself a microaggression may seem harmless, but the cumulative burden of a lifetime of microaggressions can theoretically contribute to diminished mortality, augmented morbidity, and flattened confidence” (Pierce, 1995, p. 281)
Microaggressions: Definition
“Brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, sexual-orientation, and religious slights and insults to the target person or group”
(Derald Sue, 2010)
MICROAGGRESSIONSCharacteristics
• Constantly and continuously experienced
• Often committed unknowingly by well-intentioned people• dismissed as innocent or innocuous• gaps between our lived experiences
• Micro level manifestations of enduring institutional and systemic imbalances of privilege and power
Interrupting Do’s & Don’tsDon’t…• Roll your eyes, cross your arms• Pretend you didn’t hear/see it• Say nothing• Change the subject• Yell, curse and berate the
person• Break off all ties with the
person• Put yourself at risk
Interrupting Do’s & Don’ts
DO!
ü GET CURIOUS
ü NAME IT!
ü MAKE A REQUEST
ASPIRING ALLY
An aspiring ally is a member of the privileged or agent group who takes a stand against social injustice directed at targeted groups or group members.
An aspiring ally works to be an agent of social change rather than an agent of oppression or a passive member of society.
Ally Behavior: Interrupting Microaggressions
Pair & Share:
1. Share what you WANT to say
2. Share what you MIGHT ASK or SAY to educate/interrupt and stay in dialogue
ALLY B.R.A.V.E. MODEL
Builds and brokers relationships
Relates and shares information
Advocates for justice and fairness
Validates experiences, and
Explains norms
(Nakashima&Hickman,1995)
Thanks for sharing!!Xie Xie Asante
MAHALO!Danke! Salamat po!
¡Gracias!GrazieMerci! Arigato!Toda Shukran
¡Buena suerte!