Presentación de PowerPoint · Deconstructing Equity. Igniting the Power of Us. Presented by: Nita...

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Deconstructing Equity

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Igniting the Power of Us

Presented by: Nita Mosby Tyler, Ph.D.

Colorado State Library

2020

What I’m Seeing…Observations from across the country

Term confusion

Tackling the “word” that feels easiest

Hesitancy/lack of finesse to discuss any of this due to our social-political climate

Not understanding the impact of bias

Expectation that People of Color will lead this work and solve the inherent challenges related to leadership and E,I & D

More Observations…

Diversity Fatigue is a Thing

How are you seeing diversity fatigue show up at work, your community,

those you serve, etc.?

Give examples.

Understanding our Leadership Role in the Continuum of Equity

Legislation, policy Social responsibility Diversity Initiatives Inclusion Initiatives Focus on people & systems

0 1 2 3 4 5

Meeting legal obligations

Altruistically supportive, but no real operational

plansin place

Understands thepower ofdiversity

Moving beyonddiversity, Focused on

leveraging strengths ofworkplaces/communities

Sees equity asan organizational, community, national and global imperative

The ContextUnderstanding the sometimes unspoken culprit of diversity fatigue

EqualityIt is about sameness, level-setting and providing access.

EquityIt is about creating systems where everyone can thrive. People don’t get the same things; they get what they need.

DiversityIt is about honoring the richness and beauty of the differences of all of us.

Inclusion *It is “what we do” with our diversity. Leveraging of the skills, abilities, talents and diversity of all of us. We are always removing barriers for this to happen.

• A win-win for the individual

• A win-win for the organization

• A win-win for the community

*Three Filters of Inclusion

Whatever diversity you leverage, must be:

Honoring the “Power in the Pause”

• Discuss a time when you have been successful you inserted the “power of the pause.”

• Discuss a time when you struggled because the “power of the pause” was missing.

What will it take to institutionalize this in our daily practices?

What is Bias?Biases are drivers — cognitive quirks — that influence how people see the world.

• Conscious (Explicit) biases are intentional prejudices formed about others.

• Unconscious (Implicit) biases are stereotypes formed outside of awareness or intention that affect our understanding, actions and decisions. They are influenced by socialization, experiences and human instinct. They are innate in all humans.

• State of Fear: What you feel when you encounter something you didn’t expect, have already experienced or is potentially harmful. Fear based on an actual experience

Real-life Barriers to Equity, Diversity and Inclusion

• Trait of Fear: An enduring attitude of fear. Is not connected with any present danger; it is about an imagined danger. Fear based on a perceived danger

There are two kinds of fear:

Reflect on a time when you may have seen/experienced the STATE of fear.

and…

Reflect on a time when you may have seen/experienced the TRAIT of fear.

What is a Microaggression?

The term microaggression describes brief and commonplace daily verbal, behavioral,

or environmental indignities, whether intentional or unintentional, that

communicate hostile, derogatory, or negative slights and insults toward

marginalized people.

Give examples of times where you have seen microaggressions. Describe.

What would you do to be an UPSTANDER to a microaggression

you witnessed?

What is Imposter Syndrome?

Say What? – famous line from Rush Hour with Chris Tucker (1998)

How does the power of words impact our work and those we

serve…and why?

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Exploring how power plays out in the organization matters.

_________________________________

Speaking the language of power helps organizations through the work.

The Five Bases of Social Power( French & Raven )

LEGITIMATE POWER

EXPERT POWER

REFERENT POWER

REWARDPOWER

COERCIVE POWER

Power based on title, position

or rank

Power based on skills, abilities and

knowledge

Power based on reciprocity or

mutual respect

Power based on the ability to give

and take away rewards

Power based on the ability to

punish

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Equity, Inclusion & Diversity work requires constant checks on your

organizational culture_________________________________

Don’t just think about it…Talk about it.

Don’t forget “The Leadership Power Equation”

The 20-60-20 Rule

• 20% - Love!

• 60% - Hhhhmmmm….

• 20% - Nope!

“The goal in all of this is not perfection; its excellence.”

- The World According to Nita

Thank you!Nita Mosby Tyler, Ph.D. | Chief Catalyst

The Equity Project, LLCnita@theequityprojectllc.com

(720) 287-2573