00:05
Inclusion. That's another big one.
00:08
And that is one of those words
that sometimes is controversial.
00:12
So the the key word in terms of
defining inclusion is authenticity.
00:17
Authentically bringing historically
marginalized individuals
or groups into
processes, activities,
decision making, and policymaking
in ways that shares power.
00:29
So that means that just because
the norm of an organization
is a certain thing that
remember, we talked earlier
about white centeredness.
00:38
Well, that's based on
tradition, right?
And is that a bad thing?
No, because we all,
were born into this situation.
00:46
But we can help to reverse that,
because we need to remember
what I said earlier
is that there are multiple norms
based on your lived experiences,
ways of being all the group
affiliations that you have
that make you who you are.
01:00
So one of the big controversial
parts about inclusion
is oftentimes people
it leads to term tokenism.
01:10
So I'm just gonna put
so many women,
so many black people,
so many white people,
so many white men in nursing,
or whatever it is.
01:17
We don't have a lot
of men in nursing,
regardless to what it is,
but you're just
cherry picking by numbers.
01:23
And then you sit people at the table
and you don't have a voice.
01:26
So when we say sharing power,
we need to make sure people
feel like they belong,
which brings me to the
next concept of belonging.
01:35
So if not only do you bring me in
as a diverse person,
but you hear me.
01:40
And I know that you hear me
based on how you include me.
01:44
And I feel like I belong
because I'm not just sitting in a
space as a token to fill a metric.
01:49
I'm sitting there because you
actually value what I have to say.
01:54
And my contributions are used.
01:56
And so when we talk
about feeling welcome.
01:59
It's a feeling of
security and support
when there's a sense of acceptance.
02:04
And you see some definitions
that talk about tolerance.
02:07
Well, I always like to refu...
and tolerance,
and I like to adapt definitions
and change it to acceptance,
because tolerating means
that you just allow me to be there,
because you have to.
02:19
But when you accept me,
I'm allowed to be my authentic self,
without judgment
and feel psychologically safe,
and feel that I actually have a
chance to advance in an organization
when we talk about it
from that space.
02:33
If I'm a patient, I show up,
and I feel like I am going to be
treated with respect and dignity.
02:38
Regardless to if I'm the only
black person in there,
and I'm the only female,
you can still make me feel
like I belong
based on how you treat me,
based on not letting any
kind of isms show up.
02:50
And I keep using black
as an example, because I'm black.
02:53
but that doesn't matter who it is.
02:55
It could be a white person
in a space of all black people
in a space of all
indigenous people.
03:00
My whole point is that focus
on the humanitarian principles.
03:05
And then what is racial equity?
It's a genuinely
non racist society.
03:09
And in order for that to happen,
we have to talk about racism.
Slavery was real.
03:14
These systems that still
exist, are real.
03:18
And people tend to try to obstruct
some of this change because of fear.
03:24
And I think if we focus on that,
and knowing that we're not
going to judge the person.
03:29
Fear of change is real,
no matter what it is, right?
Fear of losing something,
fear of losing power and control,
that could be pretty scary.
03:38
So that point,
I think I'm making the say
that no matter how you feel,
based on what I've said
about everything else,
you can still have
conversations with people
that hopefully help them
to transform their thought process
is better not losing anything.
03:53
We're just going to share. Right?
So we're gonna let everybody play
with the marbles in the sandbox,
and have an equal opportunity
at winning the game, right?
If you don't win, it's not because
someone withheld something from you.
04:07
It just as the way the game played.
But if the game was played, rather.
04:11
So if the game is played fairly, and
we're all following the same rules,
that's the point.
04:16
And then what is anti-racism?
Its policies and practices
of opposing racism,
and this says promoting
social tolerance
in terms of what the
definitions when you read them.
04:29
But again, I revise those
definitions all the time.
04:33
And it's policy and practice,
not just the policy or
practices and practice.
04:38
You have to do both
of opposing racism.
04:41
And again,
you can apply this broadly.
04:44
So let's oppose rather
discrimination no matter what.
04:47
The policy and practice of
opposing discrimination,
promoting acceptance
regardless of any of those
identifying characteristics.
04:56
So again, we don't want to tolerate.
04:59
Allowable deviation from a standard
because remember,
there's no one standard.
05:03
We all have the right to, what?
Exists authentically as who we are.
05:08
And tolerance is
definitely superficial.
05:12
And I said it earlier,
but I want to reiterate.
05:14
It means I'm dealing with you
because I have to,
not because I want to.
05:18
That's a key.
05:19
Because when you deal with
someone because you have to,
again, that's where those negative
and hostile behaviors come in.
05:25
because I'm resentful.
05:26
Because someone is making
me have to do this.
05:29
We can't do that in
terms of organizations
and working with our colleagues or
in terms of taking care of patients.
05:36
So acceptance is definitely
the first step
in the transformation process.
05:41
And that acceptance is
not only of other people,
but accepting that you are
a human being who has biases,
who may always have biases,
which is why I don't say
bias mitigation.
05:53
Because you might not
reduce your biases,
but you can reduce how you
let those biases show up.
05:59
So once I'm aware that I have it,
I may always have it,
but I'm not going to allow it
to negatively impact
my relationships with people.
06:07
So it can't be about allowing.
06:09
It has to be about shifting
and balancing power dynamics,
equity, and including so that
people can feel like they belong.