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In the @ASERLJEB "DEI Committees: The Good, The Bad, The Ugly" and whoooooo I already have shivers. This is going to be good.
They usually archive webinars here: http://www.aserl.org/archive/
They usually archive webinars here: http://www.aserl.org/archive/
We're looking at a case study in which a DEI commitee "looked good on paper."
Always ask why and what the final destination is.
Hint: diversity & antiracism isn't the final destination. We need to figure out ways to build healthy environments where everyone feels included and a sense of belonging.
Hint: diversity & antiracism isn't the final destination. We need to figure out ways to build healthy environments where everyone feels included and a sense of belonging.
Think about the vision and its impact outside of the committee (org-wide).
What are the benefits in transforming the org?
How does it feel to work in the new & improved org?
How does becoming a great place to work affect external ppl?
What are our strengths we can build on?
What are the benefits in transforming the org?
How does it feel to work in the new & improved org?
How does becoming a great place to work affect external ppl?
What are our strengths we can build on?
We need to recognize how our emotions are at play at work. Think about the affective aspect of vision. Are people connecting with to the vision & outcomes in a real way?
Review barriers to the vision (manifestation), which is hard work.
Need to foster honest & trust in order to:
- Solicit anon feedback about stereotypes, thoughts, ideas that uphold status quo.
- Identify gatekeepers of the status quo, esp those who want people to assimilate!
Need to foster honest & trust in order to:
- Solicit anon feedback about stereotypes, thoughts, ideas that uphold status quo.
- Identify gatekeepers of the status quo, esp those who want people to assimilate!
We're reviewing comments from the case study. Not gonna copy all of them here but yikes, yikes, yikes.
Perceptions influence reality, i.e. your stereotypes of "Asians are good at...but should not be in leadership positions" influence how you treat people. Oof that one hurts.
Perceptions influence reality, i.e. your stereotypes of "Asians are good at...but should not be in leadership positions" influence how you treat people. Oof that one hurts.
Issues in workplace culture: racism, jealousy, sexual harassment, high turnover, fear & intimidation, low morale, bullying & incivility, toxic management, and lack of trust.
If you "just" hire POC and don't address the toxic foundation of racism, bullying, lack of trust, etc., what happens?
They leave! Even if you create an DEI committee, POC will leave because they are facing those unchallenged toxic behaviors.
They leave! Even if you create an DEI committee, POC will leave because they are facing those unchallenged toxic behaviors.
Resources and strategies:
Take an individualized approach, as "one size fits all" and general training won't address specific issues.
Need to focus on actual issues to identify tools towards success.
Take an individualized approach, as "one size fits all" and general training won't address specific issues.
Need to focus on actual issues to identify tools towards success.
Develop a priority list (can be a difficult convo) to inform targeting education that is tailored to the org needs.
Always circle back to vision and remind people that it's hard work!
Always circle back to vision and remind people that it's hard work!
DEI Committee Selections:
"It's hard for people to sign up" (it me, I'm not on ours)
DEI means different things to people, so be strategic in the charge/call & think about who you need (detailed oriented, diplomatic, persuasive) to achieve goals, so ppl have a purpose.
"It's hard for people to sign up" (it me, I'm not on ours)
DEI means different things to people, so be strategic in the charge/call & think about who you need (detailed oriented, diplomatic, persuasive) to achieve goals, so ppl have a purpose.
It can be challenge to convince people to be the chair.
Helpful advice: keep focus, make sure everyone has a voice, make tough decisions, stay flexible between emotional and intellectual, and be the negotiator.
Helpful advice: keep focus, make sure everyone has a voice, make tough decisions, stay flexible between emotional and intellectual, and be the negotiator.
