inclusion & belonging
TRANSCRIPT
National Advocacy Leadership Center • 2016NOVA Victim Assistance Academy • 2019
Inclusion & Belonging
Instructor: Tonia Moultry
National Network to End Domestic Violence
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Introductions
• Name
• Where did you grow up?
• How long have you been an advocate?
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Poll Question
• What is one cultural fact about yourself?
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Circle of Culture
Politics
SocioeconomicStatus
Appearance
Religion/Spirituality
Education
GeographicalLocation
Family Roles
Food
Codes of Conduct
Music/art
Celebrations/Holidays
Values/Beliefs
Sexual Orientation
DisabilitiesRace
EthnicityNationality
Gender
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Defining Culture
• Most of culture is not
visible but is invisible
• Culture is dynamic
and is more complex
than race, gender,
ethnicity or nationality
Definition is taken OCWTP Culture Diversity
Training
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Fruit Salad Exercise
• Each person will pick
a fruit, it is okay to
pick the same fruit as
someone else
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The world is which you were born is just one
model of reality.
OTHER CULTURES ARE NOT FAILED
ATTEMPTS AT BEING YOU; they are unique
manifestations of the human spirit.
By Wade Davis
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Definitions
• Stereotype : A generalization imposed on an
entire group
• Prejudice: A pre-judgment, attitude, opinion based
on myth, missing information, misinformation, lies,
or stereotypes about people of a particular cultural
or social group.
• Discrimination: An act showing of partiality or
prejudice in treatment; specific policies or actions
directed against the welfare of a group
Developed by cultural bridges, HC 81 Box 7015 Questa, NM 87556
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Oppression
• The historically constructed personal, cultural, and institutional manifestations of prejudice against a particular group.
• Oppression is a system of structured dis-equality where the goods, services, rewards, privileges, and benefits of the society are available to individuals according to their presumed membership in social identity groups. This system, of dis-equality or dis-equal allocation of resources is supported and reinforced by the power structure (money, military, police, etc.) of the society.
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Prejudice
Power (institutional,
systemic)
Oppression
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What is Privilege?
• Privilege: Choices, entitlements, advantages,
benefits, assumptions, and expectations granted
because of membership in the culturally dominant
group.
• Privilege group membership is usually determined
by birth. Privilege includes those privileges
granted by society, as well as the assumptions
and expectations internalized by people of the
privilege group. Developed by cultural bridges, HC 81 Box 7015 Questa, NM 87556
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Privilege Chart
Privilege/Power
• Able bodied
• Hearing
• Heterosexual
• Cisgender
• Christian
• Wealthy
• Men and Boys
• White/Caucasian
• Adult (25 -65 years old)
Adapted from Ohio Violence Prevention Process
Target
• Disabled
• Deaf/Hard of Hearing
• Lesbian, Gay, Bisexual
• Transgender, Intersex
• Other religions
• Poor
• Women and Girls
• People of Color
• Children, Young people, Elders
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Homework Discussion
• Frontline Video: A Class Divided (“The Daring
Lesson” and “Day Two”).
http://www.pbs.org/wgbh/pages/frontline/shows/div
ided/etc/view.html
1. What did the children’s body language indicate
about the impact of discrimination?
2. How did the negative and positive labels
placed on a group become self-fulfilling
prophecies?
3. Is the training exercise still appropriate? Could
it be harmful?
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What is an Ally?
• Ally: One whose personal commitment to
dismantling oppression is reflected in a willingness
to educate oneself about oppression, challenge
one’s own prejudices, learn and practice skills of
anti-oppression, interrupt oppressive remarks,
behaviors, policies and institutional structures
Developed by cultural bridges, HC 81 Box 7015 Questa, NM 87556
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Being an Ally Exercise
• Think of a time when you wanted to be an ally or
had the opportunity to be an ally, but didn’t act.
Imagine that situation again and see yourself
acting as an ally?
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Being an Ally Exercise
• Write down the answers to the following questions:
– Why did you not act?
– If that situation or a similar situation happened
tomorrow what you would do differently?
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What are the qualities
of an ally ?
• Please list the qualities of an ally that you
identified from your own personal experiences or
that you heard others identify.
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Qualities of an Ally
• Takes responsibility for their own education and
learning. Does not expect those in the target group
to teach them.
• Speaks up for the targeted group when they are
not present.
• Respectfully participates with other cultures
without taking over, taking up too much space
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So what does this mean for me as
a domestic violence advocate?
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CULTURE HANDBOOK
By Sujata Warrier
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Cultural
Contradictions
• “All cultures contain a spectrum of contradictions:
one end of the spectrum there may be a perceived
widespread acceptance of domestic and sexual
violence, while on the other end, there are long
standing traditions of resistance against violence
against women and children.”
(Warrier, 2005, p.7)
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Values and Norms
• “Survivors come from different communities and
possess different values and norms. Thus,
survivors are unique individuals – their responses
to violence and intervention are shaped by a host
of factors”(Warrier, 2005, p.7)
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Steps to Competency
• Recognize and be aware of your own biases and
prejudices (we all have them!)
• Be willing to have your biases and prejudices
challenged by co-workers and survivors
• Listen to survivors, they are the experts on their
WHOLE lives
– Gathering information on the survivor’s
interpretation of her culture helps paint a more
picture of her context (Warrier, 2005, pp. 9-10)
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Steps to Competency
• Recognize the power imbalance between you and
the survivor
• Negotiate acceptance of different set of values
without imposing your own
• Build cooperative and collaborative relationships
with diverse communities
(Warrier, 2005, pp. 9-10)
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Organizational Cultural
Competence
• Provide training to all staff on cultural diversity
• Display posters/brochures/materials that show
diversity
• Develop policies that support diverse responses
• Hire diverse staff
• Engage the community to get input from those
being served on what would be helpful
(Warrier, 2005, p. 11)
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So what does this mean for my
organization?
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THE CROSS MODEL OF
CULTURAL COMPETENCE
Diversity and Human Rights Consortium: What is Cultural
Competency? By Jason Mak
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Cultural Destructiveness
• Assumes one culture is superior and other cultures should be eradicated
• Believes everyone should be more like the “mainstream”
Cultural Incapacity
• Believes in superiority of one group and assumes a paternalistic attitude towards other cultures
• Maintains stereotypes
Cultural Blindness
• Believes that culture makes no difference because we are all the same
• Believes that everyone should be treated the same way
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Cultural
Pre-competence
• Recognize that there are cultural difference and begin to educate self
• Recognize shortcomings interacting in a diverse environment
Basic Cultural Competence
• Accept the influence of their culture in relation to other cultures
• Accept, appreciate and accommodate cultural differences
Advanced Cultural Competence
• Become comfortable interacting in diverse environments
• Begin to teach others about cultural differences
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Poll Question
• Plot your where your organization is on the cultural
continuum?
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Defining Diversity
• Employee representation is a reflection of the
customers they serve.
• The focus isn't purely on gender or race, it also
includes qualities like age and religion.
• The goal is to have a variety of viewpoints in order
to be more reflective of your target audience.
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Defining Inclusion
• Inclusion means that once an individual becomes
a part of your organization, they are invited to the
right meetings, given access to shape outcomes,
are provided opportunities for career advancement
and generally have a seat at the table and a
feeling that they are part of the team.
• Inclusion is harder to quantify and measurements
of success often relies on qualitative data.
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“Diversity is being invited to the
party. Inclusion is being asked to
dance.”Verna Myers
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Defining Belonging
• Feeling as an employee that your authentic self is
welcomed and celebrated so you can thrive.
• It means feeling that you can take your mask off,
be yourself and feel comfortable contributing.
When sitting at the table, you see and hear people
like you.– Term coined by Pat Wadors, Former VP of Talent Global Organization at LinkedIn
ModelExpand, 2018
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Creating an Inclusive
Environment
• Make introductions. Show appreciation for the whole person; go
beyond their role and responsibilities. Add tidbits that are unique to the
individual. Use the language of belonging: “This is Sara — she is part
of our research team.” The word our really adds the feeling of being on
a team.
• Ask. Start with a simple, genuine question: “How do you feel? How are
you today?” Then listen.
• Solicit input in meetings. There are three ways to foster
inclusiveness at meetings: Invite someone to the meeting. Ask their
opinion, and follow up with questions so they truly felt heard. And when
someone speaks, let them finish their thought — do not speak over
them.
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Creating an Inclusive
Environment
• Delegate. When you as a manager “give” an agenda item to someone
on your team, it conveys real ownership, trust, and an opportunity for
impact.
• Pay attention. Put away devices at meetings. Be fully “present” for
conversations with colleagues. Show respect to everyone.
• Share stories. An important part of creating a sense of belonging is
sharing our stories. Storytelling means two things.
– First, you, as the storyteller, care enough about your audience’s
career journeys to show your own vulnerability and share your
mistakes and successes. We can learn from each other.
– Second, we can begin to see ourselves in someone else’s shoes.
We begin to see possibilities. This is even more powerful if the
storyteller “looks like you.”
Wadors, 2016
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Resources
• Mak, J. (2002, May 08). Diversity and human
rights consortium: What is cultural competency?.
Retrieved from
http://peer.hdwg.org/sites/default/files/T Cross
Model Information_0.pdf
• Warrier, S. (2005). Culture handbook. San
Francisco: Family Violence Prevention Fund.
Retrieved from
http://www.futureswithoutviolence.org/userfiles/file/
ImmigrantWomen/Culture Handbook.pdf
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Resources
• Paul Kivel http://www.paulkivel.com/index.php
• cultural bridges to justice
http://www.culturalbridgestojustice.org/
• Women of Color Network www.wocninc.org
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Resources
• Wadors, P. (2016, August 10). Diversity Efforts Fall
Short Unless Employees Feel They Belong.
Retrieved May 23, 2019, from
https://hbr.org/2016/08/diversity-efforts-fall-short-
unless-employees-feel-that-they-belong
• ModelExpand. (2018, May 3). The Basics: What is
the difference between Diversity, Inclusion, and
Belonging? Retrieved May 23, 2019, from
https://www.modelexpand.com/blog/diversity-
inclusion-belonging
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Thank You!!!
Contact information:
Tonia Moultry
Deputy Director
Capacity Technical Assistance Team
National Network to End Domestic Violence
(NNEDV)
Email: [email protected]
Website: https://nnedv.org/