equity matters - cte professional...
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Equity Matters CREATING AN INCLUSIVE SPACE FOR EXCELLENCE
KAZIQUE J. PRINCE, PH.D., CEO, JELANI CONSULTING, LLC
@JELANICONSULT @EQUITYTURNEDUP
Terror Zone
Courage Zone
Comfort
Zone
Risk-free, avoid
change, conflict,
and asking for
what you need
Overwhelming
fear, vulnerability,
and emotional
paralysis
Who’s at the table?
What is your background (e.g., nationality,
ethnicity) around cultural differences?
What is more challenging for you in working
with people from other cultures (e.g.,
nationality, ethnicity)?
Why equity, diversity, and inclusion?
Orlando shooting: 50 murdered, 53 wounded
South Carolina church shooting: 9 murdered
Baylor sexual assault scandal
Gorilla shooting: parents ridiculed
Presidential campaigns: biased statements
Black Lives Matter
First black president, first female presidential nominee
Why equity, diversity, and inclusion?
1. Change is here: Majority U.S. babies are people of color
2. Disparities continue: College readiness/completion, reading
3. National interest to invest in our future: By 2050 one in two
workers will be a person of color.
4. Diversity fosters innovation, creativity, &
competitiveness: 85% of the leading Fortune 500 companies
identify diversity as crucial
5. Fortune 500 companies: Diversity is good for the bottom line
Why equity, diversity, and inclusion?
6. Diversity is a national security issue: Diversity adds to
the strength of the military as a force
7. Diversity benefits all students. Learning with people
from a variety of backgrounds encourages
collaboration and fosters innovation
8. Race-neutral policies are detrimental: Color-blind
approaches stifle creativity and ignore real challenges
facing our communities
Nu
mb
er
of
Tea
ms
Performance
Multicultural
Teams
Monocultural
Teams
Multicultural
Teams
• Leaders ignore and suppress
cultural differences
• Cultural differences
become an obstacle to
performance
• Leaders acknowledge and
support cultural differences
• Cultural differences
become an asset to
performance
*Distefano, 2000
Team Performance
https://www.youtube.com/watch?v=Wyt7-jGNX4U&app=desktop
Trainwreck (2015) – Film Clip
Why is the scene funny?
Why was it awkward?
What are we saying about Amy
Schumer’s character?
The Good News . . . And Not So Good
Most value fairness, diversity, inclusion, and equity
Social good is part of mission-driven organizations
Struggle with turning values into action steps
Difficulty connecting with stakeholders, community
members, students, diverse staff
Leadership may not represent diversity
Community disconnected/isolated from solutions
Equity vs. Equality
Equity and equality used interchangeably.
Both are about fairness and justice.
Confusion – 2 distinct qualities related to fairness and justice.
Equality: What is applied, allocated, or distributed?
Equity: What models, programs, and strategies are used?
Equity is about the process, equality is the outcome.
Ways to think about culture
Objective Surface Structure
Subjective Deep Structure
Art & Music
Dance Language
Games & Sports
Values
Social
Expectations
Roles
Myths
Beliefs
Customs Food
Individuals were asked how they saw their leaders.
They responded as follows:
1. Leaders are viewed as a “kind of parent.”
2. Leaders are viewed in terms of “getting the job done.”
What do you think?
32% Egypt
35% Oman
45% Hong Kong
57% China
69% Japan
83% US
97% Australia
Prefer Getting the Job Done
Core Concepts*
Diversity
Mix of differences
Assessed by representation
Inclusion
Making the mix work
Assessed by outcomes
(i.e., climate)
Cultural Competence
How to achieve D&I goals
Assessed by cognitive,
behavioral, & affective factors
*Adapted from Andres Tapias, (2009) The Inclusion Paradox. Chicago: Hewitt Associates.
Global
Tribal
Gender Identity
Regional
Generation
Education
Gender
Profession
Local Age
Ability
Affect
Orientation
Sexuality
Ethnicity Race
Language
Diversity in the mix
Focusing only on our similarities:
Blinds us to new possibilities &
power differences
Limits thinking; conformity
Gets in the way of healing;
prevents further trauma
Focusing only on our differences:
Divides us; fragmentation
Keeps us stuck
Prevents us from moving
forward making world better
for everyone
Similarities & Differences
Getting diverse
resources to the
organization
Maximize contributions from diverse
resources
Enhance performance,
motivation, creativity and
satisfaction across the diversity
“mix”
Inclusion: Making the Mix Work
The capability to shift cultural perspective and adapt
behavior to cultural commonality & difference
Deep cultural
self-awareness
Deep
understanding
of different
cultural
communities
Ability to
adapt/bridge
across various
cultural
differences
Cultural Competence
Eliminate interpretations & behavior based on stereotypes
Evaluative overgeneralizations,
personal traits assigned to group
Stereotypes support less complex perceptions & experience of cultural
differences & commonalities
Competence – 1st Core Concept
Increase interpretations & behavior based on cultural generalizations/frameworks
Neutral, relative descriptions of a group’s preferences
Cultural generalizations support more complex
perceptions & experience of cultural differences &
commonalities
Competence – 2nd Core Concept
Denial
Polarization
•Defense
•Reversal
Minimization
Acceptance
Adaptation
Intercultural
Mindset
Monocultural
Mindset
Intercultural Development Continuum
Individual Development
Inventory (IDI); 50-items;
16 languages; robust;
individuals/groups; online
Monocultural
Mindset
Intercultural
Mindset
cultural differences, Generally unaware of
“That’s just the way it is.”
Denial
Monocultural
Mindset
Intercultural
Mindset
Judgmental orientation toward cultural
differences; “us vs. them.”
Polarization
Monocultural
Mindset
Intercultural
Mindset
Highlight cultural commonality that can mask
deeper recognition of cultural differences. “We
are all the same – human.”
Minimization
“Golden Rule”
Monocultural
Mindset
Intercultural
Mindset
Acknowledges relevance of cultural context. Unclear how to
adapt to cultural difference. “I recognize cultural similarities and
differences, but I’m not sure how to integrate that knowledge
into my interactions with people.”
Acceptance
“Platinum Rule”
Monocultural
Mindset
Intercultural
Mindset
Able to shift cultural perspective and adapt behavior to
cultural context.
Adaptation
Two Students
https://www.youtube.com/watch?v=4yOkwoH5H4M
Kazique J. Prince, Ph.D.
CEO, Jelani Consulting, LLC | www.jelaniaustin.com | @jelaniconsult
512.777.1272 | [email protected]