Embed Size (px)
Citation preview
Welcome Everyone!
Grab something to eat or drink!
Straighten up your pajama bottoms!
Get ready for a great time together
Deconstructing Equity
.
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?
1 2 3 4 5
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
1 2 3 4 5
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, [email protected]
(720) 287-2573
