Phillips Health and Wellness Summit 2017

Health and Wellness Summit 2017
Rosetta Eun Ryong Lee
Seattle Girls’ School
Equity and Inclusion Break-Out
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

About Seattle Girls’ School

Agenda
 Review/Preview
 Observations From The Road
 Strategizing Groups
 Report Out and Next Steps

Review/Preview
 Numerous advances have been made toward a
more equitable and inclusive independent
school, and we continue to expand our
conceptualization of the “whole student”. Our
collective commitment to equity and inclusion is
central to a healthy and engaging school.
 In 2017, how do we better support our current
students and responsibly acknowledge our
schools’ evolving communities? How do we
identify the needs of our students and
comprehensively address those needs while
meeting students where they are?

Review/Preview
 Intended Takeaways: Learn how to create emotionally
explorative and brave spaces for students and
faculty. Establish expectations on how to manage
difficult conversations related to emotionally-charged
material. Examine how to support and further
embrace underrepresented students in healthy and
just ways. Learn ways to intersect diversity, health,
social justice, ethics, wellness, science, collaboration,
equity, and leadership. Leave with examples of how
to embed intellectual inquiry related to race, ethnicity,
class, gender, and sexual orientation in our curriculum
and other programming.
 Current Topics to Consider: all gender
housing/restrooms/changing/locker rooms; Preferred
Gender Pronouns (PGP’s); social determinants of
health.

Observations from the Road

Access to Health and Wellness
 Cultural Barriers
 Cultural Wisdom and Traditional
Resources
 Internalized Oppression and Dominance
 Restorative Practices vs. Punitive
Practices
 Trust or Lack of Trust in Systems

Expanding Definition of Identity
This model of identifiers and culture was created by Karen Bradberry and Johnnie Foreman for NAIS Summer Diversity Institute,
adapted from Loden and Rosener’s Workforce America! (1991) and from Diverse Teams at Work, Gardenswartz & Rowe (SHRM 2003).

The Jones Model of Cultural Competence
Cultural Self-
Awareness
Cultural
Intelligence
Cross-Cultural
Effectiveness
Skills
Countering
Oppression
through
Inclusion

Equity Practice as a Skill
Value Orientation
Diversity as Value Added
Respect
Relationships
Equity
Thought Orientation
Knowledge
Awareness
Systems Thinking
Action Orientation
Consciousness Building
Capacity Building
Assessment
Adaptation

Safety Versus Comfort
Safety: I feel that, in this space, I can ask questions without
fear of judgment. I can voice my perspective and know that
I will be validated for the fact that that is my truth. Others
may challenge my ideas, but that challenge is in the spirit of
greater shared understanding and growth.
Comfort: I feel that, in this space, my reality will be agreed
with, validated, and unchallenged. I don’t have to explain
myself to be understood, and I don’t have to justify my
perspective, as everyone shares it.
True dialogue happens in an environment where everyone is
safe but not always comfortable...
SO THAT THEY CAN LEARN AND GROW.

Moving Conversations
from Safe to Brave
 Controversy with Civility
 Own your own intent and impact
 Challenge by choice – with reflection
 Respect in all its multiplicity
 No personal attacks, but pointed
challenges are okay
 Be mindful of the true source of your
emotions

Growth Orientation
William Taylor’s Reflective Competence Model

Developing Emotional
Intelligence and Skills
 Learning and practicing mindfulness
and self awareness of physiological
responses to emotion
 Learning and practicing emotional
regulation including deactivation of
limbic responses
 Learning and practicing deescalation
techniques
 Developing shame resilience

Work Time:
Open Space “Light”

Open Space: Four Principles
 Whoever comes are the right people.
 Whatever happens is the only
thing that could have.
 When it starts is
the right time.
 When it’s over
it's over.

Open Space: The Law of Mobility
If you find yourself in a situation
where you are neither learning
or contributing, move
somewhere where you can. This
is a law like the Law of Gravity.

Potential Topics
 Access to Health and Wellness
 Expanding Concept of Identity
 Skills and Practices of Inclusion,
Equity, and Cultural Competence
 Safe to Brave
 Mistakes, Growth, and Vulnerability
 Emotional Intelligence

Actual Topics
 Access to Health and Wellness
 Expanding Concept of Identity
 Skills and Practices of Inclusion,
Equity, and Cultural Competence
 Safe to Brave
 Mistakes, Growth, and Vulnerability
Please post chart papers by 11:10 am

Open Space Gallery Walk
Please read
chart papers
By 11:10 am

Group Debrief

Presenter Information
Rosetta Eun Ryong Lee
6th Faculty and
Professional Outreach
Seattle Girls’ School
2706 S Jackson Street
Seattle WA 98144
(206) 805-6562
rlee@seattlegirlsschool.org
http://tiny.cc/rosettalee

Framing and Talking Points:
Different Occasions, Different Skills

Develop Your Inner Credible Hulk

Equality vs Equity
Everybody gets a shirt versus everybody
gets a shirt that fits.
Giving everybody some insulin in
equality. Giving only people who are
diabetic some insulin is equity.
What is “fair”?

Institutional vs Individual

Correlation vs Causation
Correlation: When income is averaged and compared, there
is a strong correlation between gender and income. This is
due to a myriad of historical, systemic, and economic factors that
impact men and women differently in the workplace.
Causation: When income is averaged and compared, there is a
strong correlation between gender and income. This must be
because women must not be as smart, hard-working, or
good with money as men.
Correlation: When folks are carrying umbrellas, they are
also wearing rain boots. This is because it’s raining.
Causation: Umbrellas make people wear rain boots.

Where We’re From vs Where We’re Going
Where We Come From: In the past, LGBTQ people were
openly discriminated against. Many LGBTQ people were
killed, fired from jobs, kicked out of families, etc. We’ve come
so far. Now, we have openly gay celebrities, politicians, and
other public figures. Equal marriage rights is now law of the
land. Most schools and workplaces have LGBTQ non-
discrimination policies. Why are LGBTQ people are so angry?
Where We Are Going: We still have LGBTQ people who are
discriminated against. News stories abound of LGBTQ people
killed, fired from jobs, kicked out of families, and more. We
have such a long way to go. Having public role models on TV
doesn’t protect kids from bullying and harassment in the
hallways. Having nondiscrimination laws and policies don’t
mean LGBTQ people receive fair treatment in practice Why
are straight/cisgender people are so complacent?

Expert Opinion vs Personal Opinion
Expert Opinion: An astronomy professor, widely published in
academic journals and books, with a national reputation in her
field, states that, according to the most current science, there
are 8 planets in our solar system.
Personal Opinion: Another person asserts that there are 9
planets because that is what he learned in school and from
his parents, he had a map of the sky in his bedroom as a
child, and everyone he knows agrees with him.
Expert Opinion: Experts in multiple fields validate the
existence, reality, and impact of microaggressions, stereotype
threat, racial anxiety, implicit bias, etc.
Personal Opinion: I think people should stop being so
sensitive and get over it. We live in a post-racial society. I
don’t have a racist bone in my body.
Is everybody’s opinion equally valid?

Privilege
“Privilege exists when one group has
something of value that is denied to others
simply because of the groups they belong
to, rather than because of anything they’ve
done or failed to do.”
[as described by Peggy McIntosh and quoted by Allan Johnson]
Privilege is SYSTEMIC. It drives the
systems that dominate our societies.

Two Types of Privilege
Unearned Advantage
an unearned entitlement
(i.e. things of value that
all people should have)
that is restricted to
certain groups
Conferred Dominance
bestowed control;
granted authority;
awarded power or
domination- Giving one
group power over
another

Accumulated Advantages

Situational Advantage
There are prime parking spots and seats
reserved for people with disabilities. People
with disabilities are often first to board
planes and other transportation vehicles.
These advantages are situational and do not
balance out systemic oppression.

Situational Advantage

An Ally Is…
“a person who is a member of the dominant or
majority group who works to end oppression in
his or her personal and professional life
through support of, and as an advocate with
and for, the oppressed population”
Washington and Evans, Becoming an Ally

An Ally Is…
“Someone who doesn’t have to stand up for
someone else, who might even lose something
if they do, but they do it anyway because they
know it’s the right thing to do”
6th Grade Student

Savior Complex
 Centers on the “Helper” and not the “Helped”
 Centers on making the “Helper” feel good about
themselves
 Assumes that the “Helper” knows what is best for the
“Helped,” often without even hearing from the direct
experiences of the “Helped”
 Doesn’t acknowledge deep injustices, where the “Helper”
is privileged and the “Helped” are oppressed
 Doesn’t do anything to give power to the “Helped”
 Does not create sustainable change – once the “Helper”
stops doing what they are doing, so does the positive
change

Allyship and Solidarity
 Centers on the “Helped” and not the “Helper”
 Centers on the “Helper” fulfilling a societal responsibility
as the privileged
 Assumes that the “Helped” knows what is best for the
“Helped,” and that the job of the “Helper” is to assist the
“Helped” in meeting those needs
 Acknowledges deep societal injustices, where the
“Helper” and “Helped” are equal in dignity and unequal in
access through no fault or earning of each party
 Results in the “Helped” becoming more powerful
 Creates sustainable change where the “Helper” becomes
obsolete because the positive change continues with or
without them

Developing into an Ally
Karen Bradberry, PhD
Active Passive Passive Active

Phillips Health and Wellness Summit 2017

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