Inclusion & Belonging

National Advocacy Leadership Center • 2016NOVA Victim Assistance Academy • 2019

Inclusion & Belonging

Instructor: Tonia Moultry

National Network to End Domestic Violence

NOVA Victim Assistance Academy • 2018NOVA Victim Assistance Academy • 2019

Introductions

• Name

• Where did you grow up?

• How long have you been an advocate?


Poll Question

• What is one cultural fact about yourself?


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

NOVA Victim Assistance Academy • 2018

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


Fruit Salad Exercise

• Each person will pick

a fruit, it is okay to

pick the same fruit as

someone else


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


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


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.


Prejudice

Power (institutional,

systemic)

Oppression


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


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


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?

http://www.pbs.org/wgbh/pages/frontline/shows/divided/etc/view.html


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


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?


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?


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.


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


So what does this mean for me as

a domestic violence advocate?


CULTURE HANDBOOK

By Sujata Warrier


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)


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)


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)


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)


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)


So what does this mean for my

organization?


THE CROSS MODEL OF

CULTURAL COMPETENCE

Diversity and Human Rights Consortium: What is Cultural

Competency? By Jason Mak


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


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


Poll Question

• Plot your where your organization is on the cultural

continuum?


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.


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.


“Diversity is being invited to the

party. Inclusion is being asked to

dance.”Verna Myers


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


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.


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


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

http://peer.hdwg.org/sites/default/files/T Cross Model Information_0.pdf

http://www.futureswithoutviolence.org/userfiles/file/ImmigrantWomen/Culture Handbook.pdf


Resources

• Paul Kivel http://www.paulkivel.com/index.php

• cultural bridges to justice

http://www.culturalbridgestojustice.org/

• Women of Color Network www.wocninc.org

http://www.paulkivel.com/index.php

http://www.culturalbridgestojustice.org/

http://www.wocninc.org/


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

https://hbr.org/2016/08/diversity-efforts-fall-short-unless-employees-feel-that-they-belong

https://www.modelexpand.com/blog/diversity-inclusion-belonging


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/

mailto:[email protected]

https://nnedv.org/

Documents

Inclusion & Belonging