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Our Top 5 Posts on Diversity, Equity & Inclusion … and more!
Here are 5 of our most popular posts that you may find helpful – all in one quick go-to reference. Want to gain access to our brand new and ever-growing comprehensive Knowledge Base packed with info on all the topics that matter most to you? Click here to join free! Without further ado, here’s a fast summary of the 5 top posts. To read more, just click the links… 1) When TMI Happens at a Training on Diversity, Equity & Inclusion It happens sometimes. Your organization is committed to inclusion. Training sessions offer participants the opportunity to reflect, discuss and comment on exclusion and discrimination within the organization.…
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Think You’ll Never Overcome Being Called Racist?
Can you imagine how different our world would be if – when faced with our racist comments – we each chose to embrace the moment and humbly, honestly and authentically engage people of color? But defensive behaviors, fears, unproductive thoughts and feelings keep us stuck – and ineffective as white allies. The ways we choose to react out of deep fear of being called racist undermines our core values and vision of ourselves as effective change agents. But there IS another way. The first step is to recognize – and own – our fears and defensive reactions. 5 Common Racist Behaviors and Attitudes of Whites In my free, 1-hour webinar…
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Interrupt Racism to Build Greater Equity
Simply mentioning the word ‘racism’ can create an instant human reaction with three familiar responses: freeze, fight, or flee. Observing those responses among those who have not had the opportunity to learn about racism and how to effectively dissolve it would be understandable. However, those who recognize racism and are trained to interrupt it can feel deeply impacted and defensive when they are called out for their racist by a person of color. They feel the all-too-familiar wrench in the gut. They’re devastated. I know. I’ve been there. Early on in my career, I had to face the truth about the impact of my racist actions and live with the…
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Having to dig deep today as a change agent
As a change agent, I have committed my life to teaching and sharing the skills and strategies to navigate difficult situations and create truly inclusive, socially just organizations while maintaining the passion and energy critical to create meaningful, sustainable change. But today, I am struggling to use these tools in my own life. On a roller coaster, wondering what it is all for… This roller coaster of extreme emotions from Alabama last week to the tax scam this week… from feeling so useful this week as I coached so many brilliant, talented people to waking up today wondering what it is all for…. And yet I know we will move…
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Just what is a change agent? Are you one?
What is a change agent, exactly? I hear this question a lot. Too often, people believe that you have to be a senior leader or someone with some advanced or specialized level of training to be a change agent. This couldn’t be further from the truth, and I want to help dispel that myth right here. Defining a Change Agent To help you understand the definition of what a change agent is, I find it helpful to explain it in the context of a few key questions: Do people regularly come to you for advice, counseling and/or coaching? You can be a change agent. Are you concerned or frustrated with…
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Transforming Lives and Changing the World
As I move moment by moment with the deep grief and rage I feel, I am so clear we each must move into our power, speak our truth, and mobilize others to heal the world. People see me as a powerful mobilizer who creates change and stimulates growth. People tell me that I can take people from denial and complacency to inspiration and action. I have a reputation of being someone who can move people who have been written off as unreachable or unchangeable. A lot of people think this came naturally to me; that it’s just a gift I have and other people don’t. But I’m going to let…
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Navigating Triggers
Click to read / download the article: Navigating Triggering Events
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Part 4: Infusing Diversity Into Everything We Do
“If you want to go fast, go alone; If you want to go far, go together.” African Proverb Earlier in my career as a college administrator and an organizational consultant I used to teach a wide variety of courses on various interpersonal skills (leadership development, team building, communication skills, conflict management, customer service, stress management, time management, etc.) with little or no direct reference to the issues of inclusion and diversity. As I look back I am rather appalled since today I cannot imagine teaching these topics in corporations, human service agencies, or at colleges and universities without some attention to issues of diversity and inclusion. To be fair, the…
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Part 3: Infusing Diversity and Inclusion Into Everything We Do
Most facilitators of courses and training sessions can infuse issues of diversity and inclusion to a far greater extent than they currently do. In my first two posts (below this post starting from the bottom) I explore ways to infuse diversity using the metaphor of creating a layer cake ~ starting with a solid foundation: Layer 1 Acknowledge the organization’s commitment to creating an inclusive environment for all members. “Do no harm.” Encourage participants to recognize the full breadth of differences in the organization and those they serve. Begin to explore their role and responsibility in creating an inclusive organization for all members. Layer 2 Use examples and images that…
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Part 2: Infusing Diversity and Inclusion into Everything We Do
“If you see with your heart, all masks disappear.” Sufi saying Most training and educational sessions that address topics related to interpersonal skills, team dynamics, and leadership can readily apply the 2nd layer for infusing diversity and inclusion. There are two key elements in this layer: Use examples and images that shift the traditional ways of depicting people based on their Insider and Outsider group memberships. (Note: The particular terms ~ Insider/Outsider ~ may be more understandable to most participants. I also use the terms “dominant and subordinated groups,” “one-up/one-down groups” and “marginalized” or “under-represented groups” depending on the context of the session. I believe any of these terms can…
