Explores what it means to take action as an ally, and two models of teaching and motivating allies, the Ally Skills Workshop and Showing up for Racial Justice (SURJ)
The document presents findings from a survey of 515 people on their views about empowerment for tweens ages 7-12 and the relationship to hair art. Key findings include:
- About 79% of people rated empowerment for tweens as either important or very important.
- Most who thought it less important were ages 15-24.
- Empowerment was seen as important for tweens to reach their full potential but they would need to be creative.
- While empowerment is important, many did not connect it directly to hair art.
Do members of your chapter believe in the benefits of hazing? Do you? Are you aware of the possible consequences? Most chapters and individual members that are caught hazing knew the consequences, but continued to haze in spite of them. Why? Are our members (and prospective members) addicted to hazing? In this session, we will have an honest, open dialogue about the benefits and challenges of hazing, revealing the true nature of hazing, rites of passage, and traditions. Finally, we will discuss how to navigate this thorny issue, and lead your chapter and community.
The document discusses the roles of networking, mentoring, and sponsoring in career advancement. It begins with speakers introducing the topic and asking participants to share what words come to mind related to networking, mentoring, or sponsorship. It then discusses the benefits of formal and informal networking. A key point made is that formal networking provides information, builds relationships, and offers career opportunities, while informal networking provides moral support. It also discusses the differences between mentoring and sponsoring, emphasizing that sponsors are more influential and directly advocate for one's career, while mentors provide advice and support. The document stresses the importance of finding sponsors to advance one's career.
Expand Your Network: How to Identify Advisors, Mentors, Sponsors and Collabo...Monica Feliu-Mojer, Ph.D.
This workshop offered tips and advice on how you can support your career advancement by cultivating a professional and personal network by identifying advisors, mentors and sponsors. Presented at the 2015 SACNAS National Conference by Drs. Mary García-Cazarín, Yaihara Fortis-Santiago, Kermin Martínez-Hernández, Nahyr Rovira-Figueroa, and Mónica Feliú-Mójer.
Opportunity Survey: Understanding the Roots of Attitudes on Inequality. Produced for the Opportunity Agenda by Langer Research Associates and presented by Gary Langer at the annual meeting of the American Association for Public Opinion Research, May 15, 2015, in Hollywood, Florida.
What does it mean to be an LGBTQ Positive professional? Birth & Beyond Confe...Andy Inkster
Presentation by:
Andy Inkster, MA
Health Promoter
LGBTQ Parenting Network
Sherbourne Health Centre
Toronto
This is the public version of these slides.
Adapted from a presentation developed by
Rachel Epstein, PhD
Coordinator
LGBTQ Parenting Network
An interactive workshop exploring what it means to make services welcoming and accessible to LGBTQ people and their families. We’ll talk about the history and social context of LGBTQ parenting, and some of the commonly-held negative ideas about LGBTQ people raising children.
We’ll share findings from recent research on LGBTQ parenting, including people’s experiences with service providers, and reflect on personal and organizational beliefs and practices that help or hinder LGBTQ inclusivity.
Come join us for an enlightening and practical workshop. Bring your questions!
Mentors provide guidance and support, while sponsors use their influence to advocate for and promote a protege's career. Obtaining both mentors and sponsors is important for advancing in one's field and overcoming biases, yet women often have fewer sponsors than men. The document outlines strategies for how women can find and work with sponsors, and how men can act as allies in supporting women. Developing representation of women in technology fields through mentorship and sponsorship can help initiatives become self-sustaining over time.
The document presents findings from a survey of 515 people on their views about empowerment for tweens ages 7-12 and the relationship to hair art. Key findings include:
- About 79% of people rated empowerment for tweens as either important or very important.
- Most who thought it less important were ages 15-24.
- Empowerment was seen as important for tweens to reach their full potential but they would need to be creative.
- While empowerment is important, many did not connect it directly to hair art.
Do members of your chapter believe in the benefits of hazing? Do you? Are you aware of the possible consequences? Most chapters and individual members that are caught hazing knew the consequences, but continued to haze in spite of them. Why? Are our members (and prospective members) addicted to hazing? In this session, we will have an honest, open dialogue about the benefits and challenges of hazing, revealing the true nature of hazing, rites of passage, and traditions. Finally, we will discuss how to navigate this thorny issue, and lead your chapter and community.
The document discusses the roles of networking, mentoring, and sponsoring in career advancement. It begins with speakers introducing the topic and asking participants to share what words come to mind related to networking, mentoring, or sponsorship. It then discusses the benefits of formal and informal networking. A key point made is that formal networking provides information, builds relationships, and offers career opportunities, while informal networking provides moral support. It also discusses the differences between mentoring and sponsoring, emphasizing that sponsors are more influential and directly advocate for one's career, while mentors provide advice and support. The document stresses the importance of finding sponsors to advance one's career.
Expand Your Network: How to Identify Advisors, Mentors, Sponsors and Collabo...Monica Feliu-Mojer, Ph.D.
This workshop offered tips and advice on how you can support your career advancement by cultivating a professional and personal network by identifying advisors, mentors and sponsors. Presented at the 2015 SACNAS National Conference by Drs. Mary García-Cazarín, Yaihara Fortis-Santiago, Kermin Martínez-Hernández, Nahyr Rovira-Figueroa, and Mónica Feliú-Mójer.
Opportunity Survey: Understanding the Roots of Attitudes on Inequality. Produced for the Opportunity Agenda by Langer Research Associates and presented by Gary Langer at the annual meeting of the American Association for Public Opinion Research, May 15, 2015, in Hollywood, Florida.
What does it mean to be an LGBTQ Positive professional? Birth & Beyond Confe...Andy Inkster
Presentation by:
Andy Inkster, MA
Health Promoter
LGBTQ Parenting Network
Sherbourne Health Centre
Toronto
This is the public version of these slides.
Adapted from a presentation developed by
Rachel Epstein, PhD
Coordinator
LGBTQ Parenting Network
An interactive workshop exploring what it means to make services welcoming and accessible to LGBTQ people and their families. We’ll talk about the history and social context of LGBTQ parenting, and some of the commonly-held negative ideas about LGBTQ people raising children.
We’ll share findings from recent research on LGBTQ parenting, including people’s experiences with service providers, and reflect on personal and organizational beliefs and practices that help or hinder LGBTQ inclusivity.
Come join us for an enlightening and practical workshop. Bring your questions!
Mentors provide guidance and support, while sponsors use their influence to advocate for and promote a protege's career. Obtaining both mentors and sponsors is important for advancing in one's field and overcoming biases, yet women often have fewer sponsors than men. The document outlines strategies for how women can find and work with sponsors, and how men can act as allies in supporting women. Developing representation of women in technology fields through mentorship and sponsorship can help initiatives become self-sustaining over time.
This document provides resources for having respectful conversations about diversity and inclusion. It defines key terms like privilege, oppression, and ally. It outlines guidelines for respectful discussion and responding to oppression. It also lists terminology to use or avoid when discussing various social groups. Finally, it provides further reading materials on topics like gender, race, body size, and creating an inclusive workplace culture.
Communicating In Intimate Relationshipsthecommprof
This document discusses communication in intimate relationships and is divided into multiple sections. It begins by outlining the nature of intimate relationships, noting they require commitment, foster interdependence, need continuous investment, and can spark tensions between needs. Next, it examines characteristics of romantic relationships, such as emphasizing exclusivity, voluntariness, love or exceptions based on culture. Finally, it looks at forming romantic relationships, including stages of development, handling conflict through validating or volatile approaches, and cultural variations.
This document discusses several key points regarding LGBTQI rights around the world:
1) While there is a fragile consensus on universal human rights and dignity, discussing LGBTQI issues often involves navigating different cultural sensitivities.
2) The experiences of those under the "LGBTQI" umbrella vary greatly based on factors like location, priorities, and legal/funding situations.
3) Gender identity and sexual orientation are distinct, and not all transgender or intersex individuals are gay.
4) Violence and discrimination against LGBTQI individuals is severely underreported due to social stigma, and occurs in epidemic proportions globally.
The document discusses the differences between mentors and sponsors and how having both can help women advance their careers. Mentors provide guidance and advice, while sponsors actively advocate for their mentees and help them get promotions. Research shows women with mentors are more likely to get promotions. The document provides tips for finding sponsors, such as building on mentoring relationships. It recommends organizations formalize sponsor programs, engage men in promoting diversity, and make gender diversity a top priority to help women overcome barriers to leadership roles.
This document contains a presentation given by Meghan Benson on implicit bias in healthcare and health education. The objectives of the presentation are to define implicit bias, acknowledge how it can lead to unconscious categorization of groups, explore how implicit bias may impact healthcare delivery and education, recognize that implicit bias is malleable, and provide ways to recognize and combat implicit bias. The presentation defines implicit bias as attitudes or stereotypes that unconsciously affect our understanding and decisions. It discusses research showing implicit bias towards various social groups and how this bias can negatively impact patient outcomes and trust in healthcare providers. The presentation emphasizes that while implicit bias is shaped by our environment, we can work to "debias" ourselves through ongoing efforts to change associations and promote more
Guelph Sexuality Conference: LGBTQ Family Planning 101 for Service ProvidersAndy Inkster
This workshop is intended to provide an opportunity for service providers to develop and deepen their knowledge of the legal, social, and practical aspects of LGBTQ family planning, and become aware of information and resources available to prospective parents. Multiple pathways to parenthood for LGBTQ prospective parents including adoption, sperm, egg, and embryo donation, co-parenting, and surrogacy will be examined. The goal of the workshop is to help service providers gain knowledge to use to assist LGBTQ clients in visioning, accessing information and resources in anticipation that our clients are now considering parenthood or may consider parenthood in the future.
Originally presented: Guelph Sexuality Conference, June 19, 2014 Guelph, ON, Canada
Andy Inkster, MA is the Health Promoter for the LGBTQ Parenting Network, Sherbourne Health Centre. In his work, Andy creates resources and develops educational and community-building opportunities for LGBTQ parents and prospective parents. He is one of the co-facilitators of Queer & Trans Family Planning(s), a family planning course developed in partnership between The 519 Church Street Community Centre and the LGBTQ Parenting Network. A queer and trans parent himself, Andy has been involved in queer and trans family planning work since 2005 as a member of the Trans Fathers 2B working group.
In many industries we are challenged with Bully\'s. In this session we have outlined many characteristics to identify the behavior. The powerpoint is a shortened version and all of the solutions to Topple the Tyrants have been removed for the sack of getting the PPT posted.
For additional information on this seminar, please e-mail me at donna@donnahickey.com
This document discusses gender differences in negotiation. It provides statistics showing that while women make up over 80% of the library profession, they are less likely to negotiate salaries than men. Research shows women are more likely to have apprehension about negotiation and initiate negotiations less frequently than men. A study found that all-female pairs in a negotiation were more cooperative and less competitive than all-male pairs. While cooperation can be beneficial in building long-term relationships, it can also disadvantage one in negotiations where the other party does not also cooperate. The document suggests reframing how women approach negotiation, focusing on strengths like learning, achievement, responsibility, strategic thinking and gathering input to have a strengths-based approach.
Fetzer Institute Survey on Love and Forgiveness in American Societyfetzerinstitute
At a time when significant emphasis is placed on the issues that divide Americans, the Fetzer Institute’s “Survey of Love and Forgiveness in American Society” reveals the commonalities that bind us together. The report uncovers the deeply held beliefs and attitudes individuals have about love, forgiveness, and their connection to the world beyond our borders. The Fetzer Institute commissioned the research in 2010 in an effort to explore these complex topics that are central to its mission and to learn more about where love and forgiveness are present in American life.
A presentation for an ACSA Women's Leadership Network. Dr. Dawn Smith shares from the research regarding the importance of sponsorship in a person's career advancement.
How to deal with difficult people, finding and using your super powers and becoming an expert negotiator without changing anything about yourself or your values.
Because volunteer organizations are strongly values-based,
members may conflict on policies, projects, and ideas for the
future. Disputes are time consuming and get in the way of
good work, adversely affecting membership, relationships,
and fundraising potential. Learn how to prevent and manage conflict in your club or organization, and to create an
environment where members feel comfortable, knowing that
their concerns will be handled respectfully and responsibly.
ACA 2016 - Difficult Dialogues: A Cultural Humility Approach to Broaching C...Sheila Addison
This document discusses the cultural humility approach to broaching cultural issues in counseling. It defines cultural humility as a lifelong commitment to self-evaluation, openness to new information, and lack of superiority over other cultures. The cultural humility model emphasizes not-knowing over competence and encourages counselors to acknowledge the limitations of their cultural knowledge. The document also presents Day-Vines et al.'s multidimensional model of broaching behavior, which includes broaching intra-counseling dynamics, clients' intra-individual cultural experiences, intra-group issues, and inter-group interactions. Rationales for broaching include improving retention of minority clients and addressing microaggressions and the damage of cultural silence.
AAMFT 2011 Queer Science: History & Research Implications on FamiliesSheila Addison
This document provides an overview of a presentation on queer science and its implications for research on LGBT families. The presentation objectives were to: 1) provide a historical perspective on clinical research about homosexuality, gender variance and families; 2) increase critical thinking about research design and application to sexuality and gender; 3) explore implications of LGBT research for clients and families; and 4) generate ideas for developing research on LGBT individuals and families. The presentation discussed the history of queer science research from early studies of brain activity during orgasm to more recent research on gender identity and the DSM-V. It addressed how ideology can distort research and explored how a "queered" perspective might inform research and clinical work with couples and families.
This document discusses broaching cultural issues in counseling. It defines broaching as directly addressing issues of culture and identity that influence a client's presenting concerns, history, and relationship with their counselor. Broaching aims to establish rapport, credibility, and give clients permission to discuss their sociocultural experiences. The document outlines a cultural humility model and contrasts it with cultural competence. It also provides examples of effective broaching strategies used by counselors and the positive impact of broaching cultural factors in counseling.
This document discusses cultural competence in working with consensually non-monogamous (CNM) relationships. It begins with two case examples of clients in CNM relationships and their presenting issues. It then defines various types of CNM relationships and concepts like hierarchical relationships. The document outlines skills needed for successful CNM relationships and common challenges like jealousy, boundary violations, and agreements. It also discusses potential mistakes clinicians can make when working with CNM clients and balancing benefits and concerns regarding CNM relationships.
Size Acceptance & Health at Every Size for MFTsSheila Addison
This document outlines a presentation on Size Acceptance and Health at Every Size (HAES) for marriage and family therapists. The presentation discusses the principles of HAES, including weight inclusiveness, health enhancement, respectful care, eating for well-being, and life-enhancing movement. It addresses the problems with focusing on weight and dieting, including the psychological risks of chronic dieting and failure of diets to result in long-term weight loss. The presentation aims to help therapists understand and address fat stigma and sizeism and their effects on mental health.
As museums adapt to an increasingly diverse society, they need methods for taking action against both individual and systemic biases. Rather than expect those who are targeted to effect change in isolation, the Ally Skills Workshop provides techniques for staff, management, and board members to join in shaping a more equitable and inclusive museum culture.
Presenter: Dr. Sheila Addison, President, Margin to Center Consulting
What is unconscious bias and why does it exist? We all have hidden biases, so it's important to learn what yours are and how to ensure they aren't affecting your business decisions, as well as what organizations can do to prevent these biases from affecting their ability to innovate and remain competitive!
Key videos in the presentation:
https://www.youtube.com/watch?v=NW5s_-Nl3JE
https://www.youtube.com/watch?v=Ahg6qcgoay4
Managing stakeholders from the disengaged to the difficultMahmoud Ghoz
In this presentation, I will show you how to manage stakeholder engagement is the process of communicating and working with stakeholders to meet their needs/expectations, address issues as they occur, and foster appropriate stakeholder engagement in project activities throughout the project life cycle.
In this presentation, you can find
1. What do we mean by stakeholders?
2. Who are the stakeholders in any project?
3. Methods to identify the Stakeholder
4. Are the stakeholders equally important?
5. Why do you need to classify them?
6. The Salience Model
7. Power-Interest Matrix
8. Influence and Interest stakeholder matrix
9. Power-Interest-attitude Matrix
10. Stakeholder attitude and knowledge map
11. Stakeholder Power-Interest-attitude and knowledge
12. How to deal with different stakeholder
You will find also Bonus Slides about National Culture and management
This document provides resources for having respectful conversations about diversity and inclusion. It defines key terms like privilege, oppression, and ally. It outlines guidelines for respectful discussion and responding to oppression. It also lists terminology to use or avoid when discussing various social groups. Finally, it provides further reading materials on topics like gender, race, body size, and creating an inclusive workplace culture.
Communicating In Intimate Relationshipsthecommprof
This document discusses communication in intimate relationships and is divided into multiple sections. It begins by outlining the nature of intimate relationships, noting they require commitment, foster interdependence, need continuous investment, and can spark tensions between needs. Next, it examines characteristics of romantic relationships, such as emphasizing exclusivity, voluntariness, love or exceptions based on culture. Finally, it looks at forming romantic relationships, including stages of development, handling conflict through validating or volatile approaches, and cultural variations.
This document discusses several key points regarding LGBTQI rights around the world:
1) While there is a fragile consensus on universal human rights and dignity, discussing LGBTQI issues often involves navigating different cultural sensitivities.
2) The experiences of those under the "LGBTQI" umbrella vary greatly based on factors like location, priorities, and legal/funding situations.
3) Gender identity and sexual orientation are distinct, and not all transgender or intersex individuals are gay.
4) Violence and discrimination against LGBTQI individuals is severely underreported due to social stigma, and occurs in epidemic proportions globally.
The document discusses the differences between mentors and sponsors and how having both can help women advance their careers. Mentors provide guidance and advice, while sponsors actively advocate for their mentees and help them get promotions. Research shows women with mentors are more likely to get promotions. The document provides tips for finding sponsors, such as building on mentoring relationships. It recommends organizations formalize sponsor programs, engage men in promoting diversity, and make gender diversity a top priority to help women overcome barriers to leadership roles.
This document contains a presentation given by Meghan Benson on implicit bias in healthcare and health education. The objectives of the presentation are to define implicit bias, acknowledge how it can lead to unconscious categorization of groups, explore how implicit bias may impact healthcare delivery and education, recognize that implicit bias is malleable, and provide ways to recognize and combat implicit bias. The presentation defines implicit bias as attitudes or stereotypes that unconsciously affect our understanding and decisions. It discusses research showing implicit bias towards various social groups and how this bias can negatively impact patient outcomes and trust in healthcare providers. The presentation emphasizes that while implicit bias is shaped by our environment, we can work to "debias" ourselves through ongoing efforts to change associations and promote more
Guelph Sexuality Conference: LGBTQ Family Planning 101 for Service ProvidersAndy Inkster
This workshop is intended to provide an opportunity for service providers to develop and deepen their knowledge of the legal, social, and practical aspects of LGBTQ family planning, and become aware of information and resources available to prospective parents. Multiple pathways to parenthood for LGBTQ prospective parents including adoption, sperm, egg, and embryo donation, co-parenting, and surrogacy will be examined. The goal of the workshop is to help service providers gain knowledge to use to assist LGBTQ clients in visioning, accessing information and resources in anticipation that our clients are now considering parenthood or may consider parenthood in the future.
Originally presented: Guelph Sexuality Conference, June 19, 2014 Guelph, ON, Canada
Andy Inkster, MA is the Health Promoter for the LGBTQ Parenting Network, Sherbourne Health Centre. In his work, Andy creates resources and develops educational and community-building opportunities for LGBTQ parents and prospective parents. He is one of the co-facilitators of Queer & Trans Family Planning(s), a family planning course developed in partnership between The 519 Church Street Community Centre and the LGBTQ Parenting Network. A queer and trans parent himself, Andy has been involved in queer and trans family planning work since 2005 as a member of the Trans Fathers 2B working group.
In many industries we are challenged with Bully\'s. In this session we have outlined many characteristics to identify the behavior. The powerpoint is a shortened version and all of the solutions to Topple the Tyrants have been removed for the sack of getting the PPT posted.
For additional information on this seminar, please e-mail me at donna@donnahickey.com
This document discusses gender differences in negotiation. It provides statistics showing that while women make up over 80% of the library profession, they are less likely to negotiate salaries than men. Research shows women are more likely to have apprehension about negotiation and initiate negotiations less frequently than men. A study found that all-female pairs in a negotiation were more cooperative and less competitive than all-male pairs. While cooperation can be beneficial in building long-term relationships, it can also disadvantage one in negotiations where the other party does not also cooperate. The document suggests reframing how women approach negotiation, focusing on strengths like learning, achievement, responsibility, strategic thinking and gathering input to have a strengths-based approach.
Fetzer Institute Survey on Love and Forgiveness in American Societyfetzerinstitute
At a time when significant emphasis is placed on the issues that divide Americans, the Fetzer Institute’s “Survey of Love and Forgiveness in American Society” reveals the commonalities that bind us together. The report uncovers the deeply held beliefs and attitudes individuals have about love, forgiveness, and their connection to the world beyond our borders. The Fetzer Institute commissioned the research in 2010 in an effort to explore these complex topics that are central to its mission and to learn more about where love and forgiveness are present in American life.
A presentation for an ACSA Women's Leadership Network. Dr. Dawn Smith shares from the research regarding the importance of sponsorship in a person's career advancement.
How to deal with difficult people, finding and using your super powers and becoming an expert negotiator without changing anything about yourself or your values.
Because volunteer organizations are strongly values-based,
members may conflict on policies, projects, and ideas for the
future. Disputes are time consuming and get in the way of
good work, adversely affecting membership, relationships,
and fundraising potential. Learn how to prevent and manage conflict in your club or organization, and to create an
environment where members feel comfortable, knowing that
their concerns will be handled respectfully and responsibly.
ACA 2016 - Difficult Dialogues: A Cultural Humility Approach to Broaching C...Sheila Addison
This document discusses the cultural humility approach to broaching cultural issues in counseling. It defines cultural humility as a lifelong commitment to self-evaluation, openness to new information, and lack of superiority over other cultures. The cultural humility model emphasizes not-knowing over competence and encourages counselors to acknowledge the limitations of their cultural knowledge. The document also presents Day-Vines et al.'s multidimensional model of broaching behavior, which includes broaching intra-counseling dynamics, clients' intra-individual cultural experiences, intra-group issues, and inter-group interactions. Rationales for broaching include improving retention of minority clients and addressing microaggressions and the damage of cultural silence.
AAMFT 2011 Queer Science: History & Research Implications on FamiliesSheila Addison
This document provides an overview of a presentation on queer science and its implications for research on LGBT families. The presentation objectives were to: 1) provide a historical perspective on clinical research about homosexuality, gender variance and families; 2) increase critical thinking about research design and application to sexuality and gender; 3) explore implications of LGBT research for clients and families; and 4) generate ideas for developing research on LGBT individuals and families. The presentation discussed the history of queer science research from early studies of brain activity during orgasm to more recent research on gender identity and the DSM-V. It addressed how ideology can distort research and explored how a "queered" perspective might inform research and clinical work with couples and families.
This document discusses broaching cultural issues in counseling. It defines broaching as directly addressing issues of culture and identity that influence a client's presenting concerns, history, and relationship with their counselor. Broaching aims to establish rapport, credibility, and give clients permission to discuss their sociocultural experiences. The document outlines a cultural humility model and contrasts it with cultural competence. It also provides examples of effective broaching strategies used by counselors and the positive impact of broaching cultural factors in counseling.
This document discusses cultural competence in working with consensually non-monogamous (CNM) relationships. It begins with two case examples of clients in CNM relationships and their presenting issues. It then defines various types of CNM relationships and concepts like hierarchical relationships. The document outlines skills needed for successful CNM relationships and common challenges like jealousy, boundary violations, and agreements. It also discusses potential mistakes clinicians can make when working with CNM clients and balancing benefits and concerns regarding CNM relationships.
Size Acceptance & Health at Every Size for MFTsSheila Addison
This document outlines a presentation on Size Acceptance and Health at Every Size (HAES) for marriage and family therapists. The presentation discusses the principles of HAES, including weight inclusiveness, health enhancement, respectful care, eating for well-being, and life-enhancing movement. It addresses the problems with focusing on weight and dieting, including the psychological risks of chronic dieting and failure of diets to result in long-term weight loss. The presentation aims to help therapists understand and address fat stigma and sizeism and their effects on mental health.
As museums adapt to an increasingly diverse society, they need methods for taking action against both individual and systemic biases. Rather than expect those who are targeted to effect change in isolation, the Ally Skills Workshop provides techniques for staff, management, and board members to join in shaping a more equitable and inclusive museum culture.
Presenter: Dr. Sheila Addison, President, Margin to Center Consulting
What is unconscious bias and why does it exist? We all have hidden biases, so it's important to learn what yours are and how to ensure they aren't affecting your business decisions, as well as what organizations can do to prevent these biases from affecting their ability to innovate and remain competitive!
Key videos in the presentation:
https://www.youtube.com/watch?v=NW5s_-Nl3JE
https://www.youtube.com/watch?v=Ahg6qcgoay4
Managing stakeholders from the disengaged to the difficultMahmoud Ghoz
In this presentation, I will show you how to manage stakeholder engagement is the process of communicating and working with stakeholders to meet their needs/expectations, address issues as they occur, and foster appropriate stakeholder engagement in project activities throughout the project life cycle.
In this presentation, you can find
1. What do we mean by stakeholders?
2. Who are the stakeholders in any project?
3. Methods to identify the Stakeholder
4. Are the stakeholders equally important?
5. Why do you need to classify them?
6. The Salience Model
7. Power-Interest Matrix
8. Influence and Interest stakeholder matrix
9. Power-Interest-attitude Matrix
10. Stakeholder attitude and knowledge map
11. Stakeholder Power-Interest-attitude and knowledge
12. How to deal with different stakeholder
You will find also Bonus Slides about National Culture and management
This document summarizes a presentation on facilitating social justice dialogues. It discusses assumptions like the influence of identities and privilege on dialogue. It provides tips for facilitation, including validating all perspectives, acknowledging multiple truths, managing time well, and asking questions. Resources are shared for further learning, and participants are encouraged to reflect on their own socialization and how it relates to taking up space in discussions.
The document discusses barriers that individuals with disabilities face when seeking help from domestic violence advocates and shelters. It notes a lack of accessible resources and societal stigma. Survivors may fear losing independence or caregivers. Advocates can also face barriers like ableist assumptions, lack of disability training, and not accommodating communication needs. The document provides guidance for advocates to identify barriers, create individualized safety plans, and address their own biases.
This presentation examines funding biases of nonprofits across race, class, gender and faith. Research shows that while 52.4% of those in poverty in the USA are people of color, only 16.5% of nonprofits are led by people of color, and only 3% of foundation funding goes toward organizations that are led by people of color.
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
Future of Diversity and Inclusion (draft) SHRM 2014Joe Gerstandt
This document summarizes a presentation on diversity and inclusion in the workplace. It discusses adopting practices like authenticity, inclusive decision-making, building relational networks, mitigating unconscious bias, and designing employee experiences with diversity in mind. Specific tips are provided, such as making social time, prioritizing relationships across differences, inviting understanding of human biases, and involving diverse employees in planning. The goal is creating an inclusive culture where all employees feel like valued insiders and are able to be their authentic selves.
A talk by Jill Koob, SPHR, SHRM-SCP and Dr. Sandra Steen
Energize HR & Sandra Steen Consulting, LLC
It's been seven years since the #blacklivesmatter hashtag was born. Three words full of potential for progress that offer a bite-sized rallying cry for a gargantuan problem.
Three words born out of the tragic loss of life, over and over again; Three words packed with passion, conviction, purpose and.... for some, polarization.
Whether our leaders are ready for another crisis, or not, we must talk about the Elephant in the room.
Acknowledging racism, clarifying your company's policy, and educating employees that disagree on that company policy is requred if we are to tackle the discord, as it enters the workplace.
Discussion Points:
How might HR prepare managers to compassionately respond to the conflict between the hashtags #AllLivesMatter and #BlackLivesMatter in the workplace?
How might we educate one another on the white vs. black issue, and get a real grip on our biases?
Just as HR had to mindfully respond to the #MeToo movement, HR must lead the way to a conscious awakening of the racism and our cultural discord in the workplace.
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/blacklivesmatterworkplace/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Eyes on Extension: A model for diverse advisory leadershipEric Kaufman
Presentation for the 2015 Public Issues Leadership Development conference, sponsored by the Joint Council of Extension Professionals.
From creating an inclusive environment to understanding volunteer motivations and barriers, we’ll explore special considerations for diverse volunteers and for potential decision-making volunteers. Get prepared to welcome diverse advisory leaders into your programs and leverage them for future success.
Preventing Bullying and Harassment Through Diversity and Inclusion in the Wor...Case IQ
In a 2019 Monster survey, 90 per cent of employees said they had experienced bullying in the workplace. The Pew Research Center reports that 69 per cent of women say they have been sexually harassed in a professional setting. These numbers point to a serious problem that leaders can’t afford to ignore.
Policies and training are, of course, critical to the prevention of bullying and harassment, but there are other avenues that you may not have considered. Diversity and inclusion have benefits that go far beyond compliance. Not only do companies that embrace diversity and inclusion outperform those that don’t, but understanding, accepting and valuing differences ensures a fairer, more collaborative environment with less conflict.
Join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she explores strategies for using diversity and inclusion to prevent harassment and bullying.
The webinar will cover:
What constitutes bullying and harassment in the workplace
Best practices for addressing and preventing bullying and harassment
How diversity and inclusion helps to reduce bullying and harassment
How to achieve diversity and inclusion
Case studies of how bullying, inequities and harassment tie together, and how resolving one requires resolving all
The document discusses strategies for nonprofit organizations to better engage high net worth donors from diverse racial and ethnic backgrounds, noting that these donors seek authentic relationships, representation in organizations, and a focus on transformative social change rather than individual wins. It provides recommendations for modifying donor identification, cultivation, solicitation, and stewardship practices to be more inclusive and community-centered.
Intentional Leadership: Board Governance Practices that Promote Diversity, Eq...Bloomerang
https://bloomerang.co/resources/webinars/
In part 2 of a special two-part webinar, Dr. Robin Hindsman Stacia will outline how board members can embrace the leadership imperative for engaging in DEI focused work and governance.
The Future of Diversity and Inclusion: 4 Next Practices (2014 Bahamas HRDA Co...Joe Gerstandt
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AAMFT 2017 - Allies in the Fight: Working for Justice w/Clients & Communities
1. Allies in the Fight
Working for Justice with Clients
and Communities
Dr. Sheila Addison, LMFT
http://www.drsheilaaddison.com
Presented at AAMFT 2017, Atlanta, GA
Including slides from Sara Smollett & Valerie Aurora w/permission - https://frameshiftconsulting.com/ally-skills-workshop/
2. Who am I?
• MFT working with clients for 20
years, specializing in couples, sex, &
diversity
• Teacher & trainer on LGBTQIA+
issues, sexuality, & diversity
• Completed “Train the Trainer” for the
Ally Skills Workshop; trained at
companies including Google
Dr. Sheila Addison
3. Learning Objectives
• Based on the content of the session, I am able to…
• Describe the effects of recent political rhetoric on
vulnerable clients and families.
• Articulate strategies for identifying and addressing overt
and covert fears of vulnerable clients in session.
• Generate specific strategies for engaging in allyship in
my communities when more vulnerable people are the
targets of discrimination, marginalization, or abuse.
4. People are feeling vulnerable
http://www.nejm.org/doi/pdf/10.1056/NEJMms1702111 https://csbs.csusb.edu/sites/csusb_csbs/files/Levin%20DOJ%20Summit%202.pdf
7. Terminology
Privilege: an unearned advantage
given by society to some people but
not all
Oppression: systemic, pervasive
inequality that is present throughout
society, that benefits people with
more privilege and harms those with
fewer privileges
8. Terminology
Target: someone who suffers from
oppression (also called "a member of
a marginalized group")
Ally: a member of a social group that
enjoys some privilege that is working
to end oppression and understand
their own privilege
Actions
9. Example
Privilege: The ability to walk into a convenience
store and have the owner assume you are
there to buy things and not steal them
Oppression: The self-reinforcing system of
stories, TV, news coverage, and legal system
stereotyping Black people as criminals, that
benefits non-Black people and harms Black
people
10. Example
Target: Any Black person who wants
to enter a convenience store
Ally: A non-Black person who
donates to legal system reform
organizations, publicly opposes
racist policies and actions, votes in
anti-racist ways, & reads articles
about this privilege to understand it
better
11. Diversity & inclusion
Diversity: The state of having people in a
group who differ along race, gender,
sexuality, age, disability, religion, class,
caregiver status, etc.
Inclusion: Everyone in a diverse group is
valued, included, and respected, without
unfair discrimination or bias
CC BY Steve Garry
https://flic.kr/p/2TTztX
12. Diversity & inclusion
An individual can’t be “diverse” -
diversity exists only in the
context of a group
Many efforts focus on increasing
diversity without also
increasing inclusion
CC BY Senorhorst Jahnsen
https://flic.kr/p/5QSiBv
13. Diversity & inclusion
• Volunteer-run affinity
groups
• Minority scholarships
• Advice books aimed
at targets
• Volunteer-run
mentoring programs
• Recruiting outreach
• Conferences or
discussion boards for
marginalized groups
14. Diversity & inclusion
Most work is aimed at changing
behavior of targets
Less work is aimed at changing
behavior of targeters & allies
15. Changing targets’ bx?
• Targets:
• Directly benefit from change and are more
self-motivated
• Are often more aware of oppression
• Are often lower status and easier to tell
what to do
• Are seen as the cause of the problem
• Avoids confronting feelings of guilt
in privileged people
16. What about the targeters?
• Targeters:
• Have “something to lose” if their behavior
has to change
• Are able to ignore others’ oppression
• Are often higher status and harder to tell
what to do
• Are good at deflecting blame… and backed
up by institutional inertia
• Calls for change make powerful
people feel bad
17. What about the targeters?
• E.g. Sexual harassment
• Let’s make a safe space for victims
• Let’s educate them on their rights
• Rather than let’s change the bad
behavior of powerful people
• And let’s get other powerful people to
call them out on it
• Targets are easier to… target!
19. Targets are under more stress
• Stereotype threat
• Discrimination
• Harassment
• Abuse
• Assault
• PTSD
20. Targets have less money
87%: Asian women vs. white men
79%: Lesbian couples vs. men married to women
78%: white women vs. white men
73%: Black men vs. white men
73%: mothers vs. fathers
66%: trans women vs. their pre-transition income
65%: Black women vs. white men
63%: people with disabilities vs. those without
58%: Latinas vs. white men
More likely to have unpaid caregiver responsibilities
CC BY Tax Credits
https://flic.kr/p/bZwHv5
21. Targets are retaliated against
"[...] Ethnic minority or female
leaders who engage in
diversity-valuing behavior
are penalized with worse
performance ratings;
whereas [white] or male
leaders who engage in
diversity-valuing behavior
are not penalized for doing
so."
- Hekman, Johnson, Yang & Maw Der
Foo (2016)
Does valuing diversity result in worse performance ratings for minority and female
leaders? http://amj.aom.org/content/early/2016/03/03/amj.2014.0538.abstract
22. Targets have less power & influence
• < 5% of Fortune 500 CEOs are people of
color
• < 5% of Fortune 500 CEOs are women
• “Smurfette Principle” – K. Pollitt
• TV shows have all-male casts with one
woman
• “The probability that a woman occupies a
top management team position is 51
percent lower if another woman holds a
position on the same team.” – Deszo, Ross, & Uribe, 2015
• Small programs “can’t have two” (queer
people, POC, people with a diversity focus,
etc.) CC BY-SA Bruno Girin
https://flic.kr/p/4Mv4o2
23. Targets are demeaned for speaking out
A response to an article I wrote on my blog about using privilege
to make things better for targeted people:
31. Why are allies needed?
• Even in 2017:
• Our workplaces, training programs, and
conferences can still be sites of injury,
exclusion, and silencing for vulnerable people.
• While many therapists, supervisors, and faculty
understand the effects of oppression, few are
prepared to directly intervene as allies in the
moment when others experience it
32. Why are allies needed?
• What are some examples of
exclusion, micro- or macro-
aggressions, harmful policies,
bullying/hurtful interaations, etc.
you’ve seen or heard about in your
professional settings?
33. A theory of allies
• Privileged people have
advantages in fighting
oppression
• “Difference” models de-
emphasize power
• Better than “colorblindness”
(sameness)
• Not all have equal access
• Not all are equally impacted
34. A theory of allies
• Crenshaw’s intersectionality
suggests: most people have some
identities that are privileged, even
as others are devalued
• Therapists, faculty, and supervisors
all occupy positions of power
relative to clients, students, and
supervisees… so…
• Strategies for ally work
should be part of all family
therapists’ skill sets
41. An ally gives credit
• Women get less credit with tenure
committees for co-authoring, even as
first author!*
• Example: Whenever possible, credit
legal scholar Kimberlé Crenshaw by
name when using the term
"intersectionality" (the concept that
people can be subject to multiple,
overlapping forms of oppression, which
interact and intersect with each other)
* http://scholar.harvard.edu/sarsons/publications/note-gender-differences-recognition-group-work
42. An ally gives credit
https://storify.com/cisnormativity/the-genderbread-plagiarist
49. … and follow their lead
• Want to start something? See
who got there before you
• You might not get the credit
• You might give up control
• Allies aren’t the
experts – targets are
55. Charles’ Rules of Argument
1. Don't go looking for an argument
2. State your position once, speaking to the audience
3. Wait for absurd replies
4. Reply one more time to correct any
misunderstandings of your first statement
5. Do not reply again
6. Spend time doing something fun instead
http://geekfeminism.wikia.com/wiki/Charles%27_Rules_of_Argument
56. An ally spends money
CC BY-SA Japanexperterna.se https://flic.kr/p/srsFmV
• Donate $
• Pay people
• Train people
• Fund scholarships
• Money flows toward
marginalized people
57. … including for invisible/emotional labor
• Review an org’s office forms to see if
they’re LGBTQ+ friendly
• Serve on the “diversity committee” in
addition to the job duties I shared with
everyone else in the org
• Do a training on sizeism and fat-phobia
for everyone, and then work my normal
hours the rest of the day
• Serve on dissertation committees while
working as an adjunct, for no pay,
because no one else had my “special
expertise”
58. An ally uses connections & social capital
• Professional
connections
• Friends & family
• Social media
60. An ally makes mistakes - & apologizes
CC BY butupa https://flic.kr/p/95iJuo
“Sorry about that. Thank you.”
“I’ll try to do better next time.”
61. An ally practices cultural humility
• Humility: “Having a sense
that one’s own knowledge is
limited as to what truly is
another’s culture.” (Hook et al. 2013)
• Life-long commitment to self-
evaluation & critique
• Staying open to new information
• Wrestling with the tendency to view
one’s own beliefs, values, and
worldview as superior
• Willingness to hear “you don’t get it”
62. The Ally Skills Workshop
• Co-founder and executive director of the Ada
Initiative, non-profit for women in open
tech/culture
• Founder: Frame Shift Consulting
• 10+ years volunteer work with international
groups such as Geek Feminism, etc.
• Taught Ally Skills workshop in Spain, Germany,
Australia, Ireland, Canada, Mexico, and U.S.
• Linux OS & file systems developer for 10+ years
Valerie Aurora
63. This is not the Ally Skills Workshop!
• This is a one-hour talk
about why it’s valuable
to act as allies
• The Ally Skills
Workshop is 3 hours
long, mostly group
discussion
64. Ally models – Ally Skills Workshop
• Developed to combat sexism in tech
workplaces & conferences
• Now can address: racism,
homophobia & heterosexism,
transphobia & cissexism, fatphobia &
sizeism, caregiver discrimination,
religious & cultural stereotyping,
ageism, etc.
• Skills practice for intervening in
situations as an ally, not as a target
65. Ally models – Ally Skills Workshop
• ASW process:
• Real-world scenario
• Small group discussion of what actions to
take
• Group report-out
• Discussion led by the facilitator.
• Each workshop discusses around 6-8
customized scenarios.
• Participants learn ally skills by practicing them
during the discussion: listening, amplifying
voices, identifying patterns, and more.
66. Ally models – Ally Skills Workshop
• Get in groups of 4-6
• Next birthday: note taker
• Most recent birthday: reporter
• Most ribbons: facilitator
• Best shoes: timekeeper
• Goal: discuss what actions you would
take in this scenario
67. Ally models – Ally Skills Workshop
• A woman you don’t know who is
wearing a headscarf is standing near
your group at a conference. She is
alone and looks like she would
rather be talking to people.
68. Ally models – Ally Skills Workshop
• Materials freely reusable; train-the-trainers
also available
• More about the ASW here:
• http://drsheilaaddison.com/allyskills/
• https://frameshiftconsulting.com/ally-skills-
workshop/
• Follow @frameshiftllc on Twitter for
book-related news
69. Ally models - SURJ
• SURJ: Showing up for Racial
Justice
• National network of groups &
individuals organizing white people
for racial justice
• Identifies links between racial
injustice and other forms of injustice
• Raises funds for POC-led
organizations & actions
74. Ally models - SURJ
• See: “SURJ Kaepernick Conversation Guide” in
your handout
• In groups of 2-4, discuss:
• What objections to “taking a knee” have you heard?
• Which of these responses might be helpful?
• What would that be like for you?
75. In conclusion
• Most diversity and inclusion efforts focus on targets
• Targets have less time, energy, power, and influence
• Allies have more ability to make change
• Ally skills can be learned
Let’s focus on allies
TBH we’re not going to so much address point 2, because I only got an hour, and I had to pick one aspect to focus on. If you like this talk, I hope you’ll rate it well regardless.
Perhaps you’ve noticed this.
The New England Journal of Medicine published a piece called “Health Effects of Dramatic Societal Events —Ramifications of the Recent Presidential Election>”
The DOJ’s Hate Crime summit concluded that hate crimes are up in 2017 compared to the same period in 2016, and that was an increase over 2015.
This is stuff that came up in my private practice with clients just this week.
And I only saw 8 clients.
Let’s do a quick example. Here’s an example of a privilege some of you may not even realize you have.
Note how the ally is defined by their actions.
“Diversity” without inclusion fails – it’s a cosmetic change only (“tokenism”) and people inevitably realize that your organization’s culture is shitty and they leave. If you’re lucky, they don’t sue you.
We have our own diversity and inclusion efforts in the field.
Let’s get you in here! Let’s get you trained! Let’s get you connected with each other!
So, there are reasons why people focus on changing the behavior of targets. (Read slide) Not always, but often. The classic example here is when women complain about sexual harassment in the workplace, some people say “maybe women just shouldn’t go where they aren’t wanted,” whether that’s STEM professions, the military, atheist and philosophy conferences (really), and so on. Or they say “women should learn to toughen up, to have thicker skins, to not give off mixed signals, to set better boundaries,” you name it.
Strangely, it’s usually men who are doing the harassment, but no one suggests removing all men from the workplace to solve the problem.
Let’s make sure you include people who aren’t exactly like you! Let’s make sure you stop being unfriendly and harassing to them! Let’s get you to stand up when others are being targeted!
It’s easier to develop tools that inform people “if you’re hearing sexist remarks in your department meetings, that’s bad and you should say something” than it is to get people to stop making sexist remarks.
I literally took a mandated sexual harassment workshop when I worked at one university where the entire time was dominated by male, tenured professors trading tips about how to avoid false accusations of harassment, most of which boiled down to “don’t offer much mentoring or feedback to women.” (This is why VP Pence’s “never dine with a woman not your wife” policy is a problem.)
(Notice it’s a woman in the cartoon….)
Targets are already exhausted from trying to function inside all the contradictory and penalizing rules they’re trying to follow
– be attractive but not too attractive
Be appealing but not sexy, but not prudish either,
Be strong but not a bitch but also not a doormat but don’t make enemies.
Work harder and faster!
“Ginger Rogers did everything Fred Astaire did, except backwards and in high heels”
Targets are under more stress from a variety of causes. Stereotype threat is the fear that you will confirm the negative stereotypes about the group you are part of, and it creates an enormous mental overhead that reduces your performance. Discrimination, whether overt or covert, both directly harms your work and creates mental stress that leads to more harm. Harassment comes in many forms and is intended to cause you to leave your position. Outright abuse and assault are far more common than many people think, due to the likelihood of retaliation and job loss if the target reports. And post traumatic stress disorder is the long-term cost of living through these conditions.
https://commons.wikimedia.org/wiki/File%3ASymptoms-headache.jpg
Targets have less money. Here is a selection of statistics on the wage gap in the U.S. between various groups. (Read slide)
https://www.disabilityscoop.com/2015/01/06/report-paid-a-third-less/19942/
http://nwlc.org/resources/how-wage-gap-hurts-women-and-families/ (2015 numbers)
http://www.pewresearch.org/fact-tank/2016/07/01/racial-gender-wage-gaps-persist-in-u-s-despite-some-progress/
Targets are more likely to suffer retaliation when they speak out against oppression. This great study from 2016 looked at what happened to men vs. women and people of color vs white people when they did what they called "engage in diversity-valuing behavior." Listen to this quote:
This is also true of faculty evaluations by students, particularly for professors from marginalized groups who teach classes on multiculturalism.
Targets have less power and influence. (Read slide) And it gets worse. There’s a fascinating application of what Katha Pollitt named “The Smurfette Principle,” which is the tendency for TV shows to have all male-casts with the exception of a single woman. A recent analysis of the management teams of S & P 1500 corporations found that (read slide). It seems likely this applies to other categories like race and sexuality. So if you ever see members of the same marginalized group competing with each other for promotion, it’s probably because there really can only be one - and that’s a problem created by the mostly straight white cis men making those hiring decisions. How does this translate in small programs with half a dozen faculty? You don’t need TWO diversity people, or TWO queer people, after all.
And finally, targets fighting for increased diversity and inclusion are often seen as whiny, complaining, and jealous. They get abused, doxxed, harassed, and demeaned.
Even quiet, symbolic, respectful protests are labeled “unacceptable” and “deviant.”
Voted “most disliked player in the NFL”
Burning his jersey
Death threats
Declared “an embarrassment” by Esiason & “a traitor” by an anonymous NFL exec (talk about privileged)
They’re seen as stars!
Are any actions considered ally-ship? Consider:
The day after 59 people were murdered by a sniper in Las Vegas, the Indianapolis Power & Light Company lit up their building like a heart. Guns & Ammo magazine ranks Indiana 16 on its list of “best states for gun owners.”
These “Ally Pledge” signs say “I signed the Ally Pledge because… everyone deserves a smile. I am a human and love all humans. We are all fabulous.”
This action involved taking photos for your “A-License,” which is subtitled “I pledge to understand, accept, and support the LGBT community.”
All of these were well-intentioned, I’m sure. But a photo-op is not the same as taking action. A client of mine just went to see a doctor listed on the “Fat Friendly Professionals” list, and was told she should consider gastric bypass surgery, and ignored when she tried to talk about her actual health concerns. It’s easy to put your name on a list, hard to actually change your attitudes and stand up for others.
Which means acting, not just knowing something is wrong and feeling bad about it.
It is a process.
This model was apparently developed by Karen Bradberry, director of Equity & Inclusion at Greenhill School in Addision, TX. https://www.greenhill.org/page/about/diversity
An ally self-educates. An ally spends time and effort and money to learn about oppression, without demanding targets spoon-feed them the information, or do the research for them. At the Ally Skills Workshop that I teach, I often have people ask me for the web site containing the list of all the words to use and not use. I tell them that this list is always changing, and that it’s part of their work as an ally to make an effort to keep up with the latest terminology on their own, much the way they might do with the latest mental health laws or ICD-10 codes. Then I point out that their hand-out has a dozen links that are good starting places.
People who don’t listen aren’t allies. At the Grace Hopper Celebration of Women in Computing in 2014, despite widespread protest, the organizers scheduled a plenary panel called the Male Allies panel, where 4 men, all executives from big corporations like Google and Facebook, talked on stage while several thousand women listened in the audience. Predictably, it was a disaster, with every panelist sticking his foot in his mouth several times during the session.
In spring of 2017, the Journal of Political Philosophy published a special “symposium” on the Black Lives Matter movement. None of the articles were authored by Black scholars.
Of course marginalized people often complain that when they point out the way society needs to change, they’re ignored by people in power.
At the Grace Hopper conference, one of the panelists, Alan Eustace, now retired from Google, scheduled a new panel where the men sat and listened while the women took turns at the mic telling them about their experiences. It was eye-opening and an amazing save by Alan.
https://twitter.com/omojumiller/status/520322326924365825
https://twitter.com/alan_eustace/status/520273699857915905
An ally gives credit. A great example of this is the cultural norm within social justice circles of, whenever feasible, crediting legal scholar Kimberlé Crenshaw for inventing the term intersectionality whenever you use the word. Intersectionality, by the way is (read slide). For example, Kimberlé is a black woman, whose experience of oppression is different than it would be if she were a black man or a white woman, or if you just added the two kinds of oppression together.
https://i.ytimg.com/vi/Nw78Urme_gk/maxresdefault.jpg
Perhaps you’ve seen the “Genderbread Person” graphic circulated online as a tool for understanding different aspects of gender and sexuality. It’s meant to be a tool to develop understanding of and empathy for the queer, trans, and asexual/agender communities.
Unfortunately, a straight, white, cisgender man stole the idea from actual queer & trans activists, put his brand name and a QR code on it, published it in his “guide to gender” book that he crowdfunded, and makes money giving talks about how to use it.
So instead, I refer people to the Gender Unicorn, developed by Trans Student Educational Resources, free for use with credit, developed in an ongoing way by members of trans communities.
An ally asks for consent before doing something that could harm a target. This is one of the hardest situations for anyone involved in social justice. Often, the path towards progress comes at the expense of an individual person who is a target.
Think test court cases, such as when gay couples went to court to challenge laws against same-sex marriage. Each of those couples suffered hugely over a period of years, and some of them lost their cases. In the long term, it paid off for all gay couples. But the key here is that each of these couples voluntarily chose to be part of a test case.
The version you’re likely to encounter is when a co-worker is suffering some kind of harassment, and if you make an issue of it in any way, that person is likely to suffer retaliation and could even lose their job – and depending on where you live, this could all be perfectly legal. That’s the kind of situation where you need to ask for consent before you act, and if you don’t get it, you’ll have to find some other way to be an ally without putting them in danger. It’s really tough.
Building a member directory that includes ways of self-ID’ing as transgender – how do you not out or delegitimize people?
The FB was complex, though. A plurality of respondents preferred “male, female, trans male, trans female, non-binary, decline.” However, there were many comments that it does not feel affirming to have trans designated, but cis not designated. And there were a number of strong comments that “trans men are men, and trans men are women” - i.e., this option does not feel trans-affirming to many people.
When asking about whether it would feel OK to self-identify, I deliberately excluded cis people because I only cared what trans/GNC people thought.
And there were a significant number of comments on various questions that raised doubts about whether indicating “trans male/female” as a gender designation would adequately protect the privacy of trans/GNC therapists. For example, almost half the respondents felt that separating out trans/GNC clinicians from cis clinicians would potentially increase discrimination against them.
So what I did was break “gender of therapist” into multiple categories, only some of which were part of our search engine, in a way that hopefully will feel more trans-inclusive and trans-affirming, while protecting trans-identified therapists from discrimination and those who are less comfortable being out from targeting. I fully expect that as I get more feedback from trans people, I’ll learn ways this could be improved.
The thing is, most targets know way more about the problems they are facing and usually have already started their own programs to make things better. They just need the support and money and influence of privileged folks, which they can’t get if people with privilege are off doing their own feel-good thing.
If only the organizers of Rock Against Racism in Indianapolis had considered this. They tried to organize a benefit concert in Indianapolis after the murder in Charlottesville. But it didn’t’ go as they’d hoped.
https://rebelleswords.com/2017/10/03/intentions-steeped-in-privilege-benefits-no-one/
An ally keeps the focus on the targets, redirecting when people try to re-center it on people of privilege. We’re so used centering privileged people in a discussion - for example, talking about racist police violence in terms of how it makes white people feel - that it takes effort to notice it happening and redirect the conversation back to the targets. I love this example from Twitter: Jenn Schiffer, a programmer who is also an incredibly funny tech writer and a talented artist, says (Read slide). Some rando says (read slide). Moishe sees this and speaks up to redirect the conversation back to the original topic by saying (read slide). This is a great example of an ally speaking up to stop derailing, which is when someone tries to change the topic from oppression of targets to something else, usually a minor inconvenience to privileged people which nonetheless looms LARGE, so LARGE in their mind.
https://twitter.com/moishel/status/519833743859912704
An ally acts even when it’s uncomfortable. It’s hard to be the person who calls out people using the words “lame” and “crazy” at work, but it’s even harder for the co-worker in a wheelchair or with an undisclosed mental illness to listen to it. The discomfort that you’re feeling as a bystander is a tiny proportion of what the target is feeling.
My friend Anand is a faculty member in a STEM field. He’s taken a number of actions as an ally, like trying to get his department to provide an appropriate, private area for breastfeeding parents to pump milk, because he’s aware that for some faculty, staff, and students, this is an important access issue. As a man, he can push for action on this issue and not be labeled “emotional” or “distracted,” which are labels used to justify keeping women out of critical and executive positions.
It wasn’t surprising that when the infamous “Google memo,” in which a white male employee argued that women are emotionally unsuited for technology and are being unfairly promoted, broke into the news, it was all over the Facebook feeds of many people in STEM. Anand stepped up to post a critique of the “science” behind the memo, and when other male colleagues aggressively argued with him, he did the lion’s share of rebutting them. This is work that was almost entirely being done by women elsewhere on Facebook and Twitter.
Hey, why don’t we have accessible, affordable childcare at family therapy conferences? Why is it so hard to find the breastfeeding room? How did we do on gender-neutral bathrooms this year? Who’s advocating for these needs at your school or organization – is it primarily the people impacted, or is it allies?
Turn to your neighbor for a couple of minutes and brainstorm: What’s one thing in your workplace, school, or community that would not directly benefit you or your concerns, that you could take action as an ally to encourage or promote?
An ally uses their energy wisely. Being an ally doesn’t mean indiscriminately protesting every time you see oppression - you wouldn’t be able to go to the grocery store. It does mean being strategic about how you use your time and energy so that you get the most effect out of it.
One method is called Charles’ Rules of Argument, aka how not to get sucked into a flame war, which explains how to protest something on a mailing list or social media without wasting days of your time angrily reading and replying for no real benefit. We won’t go into detail on this here, but I talk about it in the Ally Skills Workshop I teach.
An ally spends money. People with more privilege tend to have more money than people with less, and they tend to have more money than time.
Donating money to non-profits that fight oppression
Paying money to people from marginalized groups to teach and train you
Investing in professional development for employees
Funding scholarships
A good rule of ally work is that money should flow toward marginalized people. Not “come here and pay an organization run by privileged people and we’ll help you get a leg up.” And avoid organizations where the people who are being “helped” are not represented in the organization’s administration & governance. “Nothing about us without us.”
These are all things I’ve been asked to do, for free, or with extremely minimal compensation (e.g. a few hours of “comp time” for work that absorbed the better part of several nights and weekends, and then put me in a position of being constantly consulted as an “expert” in an ongoing basis.)
The work of “improving diversity” is real, time-consuming work. But it also involves emotional work – thinking about your own oppression, the micro- and macro-aggressions you’ve experienced, making yourself vulnerable, making your story of oppression or victimization available for others to question or be curious about, being the identified expert/safe space/mentor/etc. – that is all work too.
Many creatives working in the new media economy have adopted a mindset from the classic film “Goodfellas”: “Will you (design a website, make a flyer, take headhots, produce a video)?” @%#$ you, pay me. “But it’s for an important cause.” @%#$ you, pay me. “But you’re such an expert in this area, and it’s for a cause you care about.” %$#% you, pay me. If you want to be an ally to me, pay me when you need my expertise.
Allies are more likely to know “The Big Cheese.”
Escalate problems to the attention of people who can address them. Tell people why an issue matters to you and bring your influence to bear on setting goals and priorities. Encourage people on your social networks to donate to those same non-profits. Speak out about injustices instead of waiting for someone else to do it and hitting “like,” or at least re-share things written by marginalized people. And do the work of engaging with your suburban friend from high school, your racist uncle, that jerk who married your best friend, etc. when they argue and spout hurtful and wrong-headed things – who are they going to listen to, me? Yes, have that conversation at the Thanksgiving table.
The thing about privilege is that if you just relax into it and go with the flow, you’ll get all kinds of personal benefits. That’s how the system perpetuates itself. And sometimes you’ll need to give up unearned privilege if you want to be a good ally.
It’s normal to want the spotlight for yourself, but an ally brings marginalized people to the center instead of taking up space for themselves.
A good example is when a white person is invited to be part of a panel at a conference, and it turns out that the whole panel is white. If they are already relatively well-known and powerful in their field, this is an excellent time to say that they are withdrawing from the panel unless at least one person of color is added. They may even give up their place in favor of a person of color. Remember, it's highly likely that someone more qualified than you wasn't invited to the panel because they weren't part of the social networks of the dominant race or gender.
An ally makes mistakes - and apologizes. I often see people who, when called out for saying something harmful, start listing off the social justice non-profits they’ve donated to, the diversity initiatives they’ve started, and the people they are related to who are members of marginalized groups. That’s (a) really embarrassing for the person doing it, (b) doing zero good for targets.
Or, they go into how upset they are that they’ve made a mistake, how ashamed they are, how bad they feel, etc. This happens to trans people a lot – someone gets their pronouns wrong and then freaks out tripping over themselves to apologize when corrected. Then the trans person feels like they need to reassure them “no, it’s OK.”
Another tactic is to start demanding that marginalized people educate you on exactly why what they did was wrong, what they should have done instead, and of course argue with them the whole way. An ally will apologize first, do some research on their own (or find someone consenting to educate them), and then come back later if they figure out they were actually in the right.
Here’s the one phrase that will serve you very well 90% of the time in ally work when you get called out. (click slide) And here’s a follow-up.
o Allyship is a developmental process that is never over
o What you don’t know will always be greater than what you do know
You don’t reach a destination and then become “competent”
So you avoid this: (click)
Sadly the Dalai Lama and President Obama have not taken part; I just thought it might make us feel better to look at them for a minute.
I offer the Ally Skills Workshop, which was developed at the Ada Initiative to encourage men supporting women in tech, and has been expanded to cover a lot more axes of oppression.
While this presentation was very high-level and hand-wavy, the workshop teaches specific concrete ally skills. The cool thing about the workshop is that you use the skills during the workshop, since it is structured as 3 hours of mostly small group discussion. And if you want a small group discussion to go well, you have to learn to listen, to follow leaders from target populations, to apologize - all that good stuff.
The goal of the ASW is changing culture – either helping growing organizations build a culture that is inclusive, or giving people skills that they can take with them into new orgs and cultures when they get sick of the one they’re stuck in.
Let’s try it.
Get in groups of 4-6. The person with the next birthday coming up is the note taker. The person with the most recent birthday is the reporter. The person with the most ribbons on their badge is the facilitator. The person wearing the best shoes is the timekeeper.
The goal is to briefly discuss what actions you might take in this situation – not how to prevent it, not how to react if it were you, but what you could do. A second goal is to share the talk time, particularly if you suspect you might have more relative power or privilege than others in your group. Facilitators, it’s your job to keep the group on task, and encourage people who have spoken a lot to step back, while encouraging people who haven’t spoken yet to step forward. Timekeepers, put 4 minutes on a watch or phone please.
Here’s your scenario.
OK, let’s have some reporters report out.
The workshop is scalable too - the materials are freely reusable and modifiable, and Valerie also teaches a Train-the-Trainers. Currently the workshop is being taught internally at Google, Square, and Slack. There is now a “Post-Election Ally Skills” version addressing community interactions.
I’ve adapted it for academic and not-for-profit settings, like the museum world.
• Originally picked the name “U.S.” for “All of Us.” But they got feedback from Native Americans that the idea of the “United States of America” is for them a reminder of their stolen land and loss of sovereignty. And other POC questioned the assumption that there is an “us with common goals” – a racist assumption by White people. ALLIES LISTEN
o Then they tried “Standing Up for Racial Justice,” but realized not everyone can stand. In dialogue with disability justice activists, they heard that the metaphor wasn’t a problem, but they decided they were still uncomfortable with potentially furthering ableism and centering able bodies as “the norm.” ALLIES LISTEN
o They decided on “Showing Up for Racial Justice” because there are lots of ways to show up, literally and metaphorically
“Scaffolding” entry into racial justice organizing for white people – doing the emotional labor of dealing with white guilt, white anxiety, etc. instead of making POC organizers do it.
Trainings on racial justice topics, how to be safe at protests, how to follow POC leadership
“Easy” actions like “human billboards” – the Bay Area actions focus on the Movement for Black Lives, but welcome intersectional messages of support, especially those that might be timely due to current events (e.g. “no ban, no wall,” “we welcome immigrants & Muslims,” etc.)
It’s been interesting to have POC stopped at a stoplight, or crossing at the crosswalk, say “it feels really good to see white people out here making time to show that we matter.”
Also “Wear Out Your Voice” Fridays – they sold “Black Lives Matter” t-shirts, donated the profits to Movement for Black Lives, and encourage people to wear them on Fridays to work or out in the community.
Movie nights, speakers, discussion groups, etc. – all focused on raising white consciousness about racial injustice and motivating white people to take action.
And they help members take more challenging steps – for example, coming out to be part of the recent protests in Berkeley when white nationalists tried to hold rallies in city and university spaces. SURJ was part of a multi-coalition group, led by Black churches & community groups, that made strategic decisions about when and where to meet, what messages to march for, etc. They coached members on non-engagement skills with the white nationalists and police, worked with street medics and safety crews, and got bodies in the streets instead of letting POC take all the risks.
SURJ creates events suitable for family involvement that combine activism and education, like including kids in their human billboards, and Anti-Racist Story Time, which has been offered both as a stand-alone event, and as a family-friendly activity during marches and protests. This allows parents to participate in actions, and helps kids develop an understanding of the importance of using privilege to help support targeted people and change unfair situations.
Here’s my friend S wearing her BLM shirt on Fridays, and making a “No ban, no wall” banner with the SURJ family contingent for a march.
* They have developed “action kits” aimed at addressing intersectional issues, e.g. an LGBTQ Pride Week toolkit suggesting messages and actions to affirm the importance of solidarity with LGBTQ POC and the importance of acknowledging how racial inequality impacts them as well as heterosexism, cissexism, homophobia, and transphobia.
They have also developed materials to increase rural organizing, and to reduce barriers to access for people with disabilities.
You’ve got a copy of their “talking about Colin Kapernick” sheet in your handout – this was written last year, before other players had started “taking a knee” in protest against police killings of black people, but the talking points are still helpful in having conversations with people around you who might take a negative view of the protests. (Talk with each other about what arguments you’ve heard and what points might be helpful?)
(Read slide)
Okay, it’s time for questions and answers! We have about 20 minutes I believe? I’ll also be sticking around afterwards to chat for a bit one-on-one. If you’d like to learn more about the Ally Skills Workshop, check out my web site.