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“How to Make the Invisible Visible”
Facilitated by:
Steven Jones, Ph.D.CEO of
Tools for Pulling Back the Veil of Privilege
Dr. Steven Jones
Can you find 10 faces?
One of the challenges of Diversityis to have two opposing viewpoints
exist at the same timewithout one invalidating the other
leading to greater strength and innovationas a result of understanding both.
The Challenge
21st Century Challenge
To view the work of Identifying and Dismantling Systems
of Privilege & Oppression as a necessary Set of
Cultural Competence is the application of knowledge, awareness and skills that lead to effective interactions across individual, group, and institutional level differences.
The outcomes of these interactions consistently result in respectful, inclusive, and equitable relationships, treatment and systems. (Jones, 2010)
William Taylor’s
Reflective Competence model
unconsciousincompetence
“I don’t’ know, I don’t know”
consciousincompetence
“I knowI don’t know”
conscious competence
“I know what I know”
unconscious competence“What I know becomes
2nd nature”
ReflectiveCompetence
naive
discovery
discouragement
learning & effort
practice
2nd nature“intuition”
self-studypeer review
changing knowledgeignorance
complacencyunconscious errors
The Four Elements of Cultural Competence...
© 2010 Jones & Associates Consulting, Inc.
What are the skills that will support me in working effectively across differences?
How do my cultural identity groups, overtly and covertly, influence the way I function/ interact on a daily basis?
What is my level of understanding about the culture of the individuals and groups I am engaging?
How do I manage the dynamics of privilege, bias, and oppression impacting my interactions with individuals and groups?
16
Levels of Understanding Diversity
Individual“I”
Cultural
“We”Maps
ofMeaning
Institutional
Systems Power
HistoryDynamics
“Intent vs. Impact”
Group
Organizational
“Better”
©Jones & Associates Consulting, Inc., 2002
GENDER / GENDER IDENTITY
FAMILY
AGE
EDUCATION SPIRITUALITY/ RELIGION
SEXUAL ORIENTATION
ETHNICITY/ RACE
REGION/ GEOGRAPHY
SOCIO-ECONOMIC STATUS
PHYSICAL APPEARANCE
OCCUPATION
PHYSICAL/ MENTAL ABILITIES
Cultures we belong to...
17
Iceberg Theory of Culture
1. Individualistic...
2. Objectivity...
3. Power is more, bigger...
4. Right to comfort...
5. Sense of urgency...
6. Fear of open conflict...
7. Power hoarding...
8. Either/or thinking...
9. Only one right way...
10.Worship of the written word...
11.Quantity over quality...
12.Defensiveness...
13.Perfectionism...
13 Characteristics of White Culture...
20
Levels of Understanding Diversity
Individual“I”
Cultural
“We”Maps
ofMeaning
Institutional
Systems Power
HistoryDynamics
“Intent vs. Impact”
Group
Organizational
“Better”
©Jones & Associates Consulting, Inc., 2002
AGEMental
Functioning/ Style
RaceReligion/ Spiritual Beliefs
Nationality EthnicitySingle/Married/
PartneredChildren/No
Children
Physical Functioning/ Appearance
Sexual Orientation Language Education Class
Gender
Social Identity Groups
Social Identity Group One-Up One-Down
1. Gender Men
2. Age Baby Boomers
3. Class Upper Class
4. Religion Christian
5. Education Degree
6. Race White
7. Ethnicity European American
8. Sexual Orientation Heterosexual
9. Mental Functioning Fully Mentally Able
10. Marital Status Married
11. Language English
12. Nationality US Citizen
13. Physical Functioning/ Appearance
Temporarily Able Bodied/ Attractive
4. One-up/ One Down
Two Different Views of Reality
ONE-UP ONE-DOWN
• See individual acts • See patterns of behavior
• Blind to “group-ness” • Well aware of “group-ness”
• Privilege/advantage is invisible • Disadvantage is well known
• Create the system from their own beliefs, viewpoints, values, etc.
• Use one-up group’s standards to judge themselves
• Give stay-in-line messages to members of both groups in order to maintain status quo
• Often need to collude to survive, not stand out
• Focus is on:
--Intent
--“Don’t be a victim”
--How far we’ve come
• Focus is on:
--Effect/outcome
--The “system”
--How far we have to go
Where is Your Organization on the Path to Inclusion?
1. Genuinely greet others and make an effort to pronounce their name accurately.
2. Use “I” Statements.
3. Listen to Understand vs. Listen to Respond.
4. Accept the speaker’s viewpoint as true for her or him.
5. Consistently operate in a “learner” mindset seeking to gain and reflect on a 360° view.
6. Manage both “intent” and “impact.”
13 Skills for Respectful Communication in a Diverse Environment
7. Put your stake in the ground; be open, and willing to move it.
8. Lean into discomfort. Give space, grace, and be willing to have the tough, candid, and caring conversations.
9. Accept working through conflict to its resolution as a catalyst for learning.
10. Willing to admit mistakes and areas of growth.
11. Get to know more than the 10% you see through increasing their knowledge, skills, and abilities in the areas of diversity, privilege, countering oppression, and building inclusion.
12. Seeks to continually raise the bar for themselves, others, organizations, and the communities they serve.
13. Celebrate Successes & Have Fun!
13 Skills for Respectful Communication in a Diverse Environment
“How to Make the Invisible Visible”
Facilitated by:
Steven Jones, Ph.D.CEO of
Tools for Pulling Back the Veil of Privilege
Slides: Dr. Licia Busso at [email protected]: Dr. Steven Jonesyoutube: youtube/sjconnectTwitter: @DrStevenJoneswebsite: www.jandaconsult.com
