00:06
When doing diversity, equity,
inclusion and belonging work,
it's important that
we have shared language
as we move through each
of the processes or stages
of the transformational journey.
00:16
At the beginning of
each of these sessions,
it's important to kind of
make sure that you understand
what the terms mean.
00:23
And also understand that
none of these terms are meant
to make anyone feel guilty or to be
an attacking mechanism for anybody.
00:33
But we do have to know what
terms mean and use facts
so that we all are on the same page.
00:38
And then we all come to a
shared understanding of how to
kind of transform ourselves
from the problems,
how to correct it.
00:46
So remember that I've
said in previous segments,
we have to name things in order
to be able to do something about it.
00:53
And also in terms of
communication with each other,
we have to be able to name issues.
00:58
That's the only way that we'll
come to that shared understanding
using that shared language.
01:04
I love using quotes.
01:05
So I'm going to use another
Maya Angelou quote, to talk about
the definition of diversity
and kind of equality.
01:12
But I love to start it off
with this.
01:14
"We all should know that diversity
makes for rich tapestry."
And spend the moment with that,
because diverse means what?
Different, right, uniqueness.
01:24
And we must understand that
all the threads of the tapestry
are equal in value.
01:29
So, sit with that,
and think about in the segment,
when we talk about biases and
microaggressions and hierarchies,
and oftentimes we
marginalize people
and put them in these
categories and lessen people.
01:45
But we're all equal in value.
01:47
And in Maya Angelou quote,
she says,
"No matter what their color,"
but I have a habit of
reversing people's definitions,
and will altering
definitions and also quotes.
01:58
So I like to stop it
at no matter what,
because it goes beyond color.
02:04
It's definitely about every part
of who we are as individuals,
and we're all equal in value.
02:10
So whether we have disabilities,
no matter.
02:13
Again,
if we're people of color or not,
I feel like every person is a color.
02:18
So if we think about that, as well,
in terms of uniqueness of people.
02:24
So what is the
definition of diversity?
Is all the ways in which we differ,
and different is beautiful,
we just have to learn to embrace
different difference
and not be afraid of it.
02:36
The next definition we'll talk about
is inclusion
is authentically bringing
historically marginalized
individuals or groups
into processes,
activities,
and in decision and policymaking.
02:50
We want to have
a shared power system
so that there is again,
no hierarchy.
02:55
We all should be equally
involved in decision making.
02:59
And then asking affected
individuals within communities
what they need,
and not making assumptions
based on stereotypes
and generalizations
even though that's appropriate
in some circumstances.
03:12
In terms of an organization,
what does it mean,
when we talk about inclusion?
It's not only offering people
a space on a committee,
or middle leadership positions,
it's letting people know
you have an opportunity
to exist in any space
within the organization.
03:30
So there's a picture in
your handout of some ducks,
and there are some little
black ducks and a yellow duck.
03:36
The black ducks are counted
up on this platform,
the yellow duck is
below the black ducks.
03:41
If you look at that
duck in that picture,
the yellow duck I'm speaking of,
that duck is definitely included
because it's a part of the group.
03:50
However, if you look at
all of the different nonverbal cues,
and this is the same thing
that happens with people.
03:58
If the black ducks back,
so turn to the yellow duck,
they don't see that that yellow duck
is struggling and begging for help.
04:04
And no one's here in that duck.
04:06
So do you think that duck
feels like it belongs?
And I'm making a point
about this because
some people feel like or believe
that belonging is
subsumed in inclusion.
04:19
When my opinion that's
not true in this picture
shows you exactly what that means.
04:24
If you aren't listening,
then obviously the yellow duck
will not feel like it belongs.
04:30
Belonging means that you feel
like you're welcomed into a space.
04:34
So just because you sit
at the same table with other people,
you definitely
don't feel like you belong
if your voice isn't heard,
and you don't feel valued,
and people aren't willing to support
you and help you along the way.
04:48
Then we want to talk about
equity and social justice.
04:53
It's a distribution of
benefits and burdens
in a way that's not skewed by isms.
04:59
When we think about
all of the ways that
when we bring up structural racism,
again how it has a negative impact
on creating equitable
and equal systems.
05:10
So every, again, person
should be able to feel
a sense of shared power,
and a true belief that
you do have opportunities
to exist in all spaces,
including C suites.
05:23
Anti-racism.
We talk about racism a lot.
05:26
But how can you be a part
of the anti-racism movement?
What is anti-racism?
It's the policy or practice
of opposing racism,
and promoting racial tolerance
is the true definition.
05:39
But again,
I like to switch that up.
05:42
I revise that definition.
05:44
To stay that is the
policy and practice
rather than the policy or
practice of opposing racism,
and rather than promoting
racial tolerance
is promoting racial acceptance.
05:55
And why is that?
Because in my humble opinion,
and also,
according to Merriam Webster,
tolerating means I'm allowing you
to be a part of a space.
06:06
So it's allowable deviation from
whatever the norm or standard is,
especially from a
Eurocentric point of view.
06:13
It implies superficiality
is saying, that I'm going to deal
with you only because I have to.
06:19
So there's so much wrong with
that in terms of anti-racism,
because who gave whom
permission to allow
someone to be a part of a space.
06:30
No human should have
that much control over
what another human being
should be able to exhaust space
that that person should
be able to exist in.
06:38
So racist systems is
what gave that power.
06:41
and we're trying to reverse that
power with the anti-racism concept.
06:45
And who set standards?
So we know that the majority
is where standards came from.
06:51
But we want to remove that
and think about
everyone being a
part of the majority,
by way of being a human.
06:58
So, acceptance rather
is the first step
in that transformation and
reconciliation process.
07:04
It cannot be about allowing,
it has to be about shifting and
balancing power dynamics, equity
and including in a way that
facilitates a sense of belonging.
07:16
I use the term
marginalization again,
in some of the definitions
we just went through.
07:21
And I want to make
sure we understand that
marginalizing is putting
people in a space.
07:26
So it's a spatial metaphor, and
it's a process for social exclusion.
07:30
Remember, we're trying
to move toward inclusion.
07:33
So if we continue
to marginalize people,
then we continue to exclude people.
07:38
And I mentioned
in a previous segment
about exclusionary inclusion,
that's what that picture of those
ducks we just talked about is
it's including but
excluding at the same time,
so we don't want to do that.
07:52
And again, it's relegating people
to the fringes of a society
where people are denied economic,
political and or symbolic power
and push towards being outsider.
Again, outsider.
08:04
As you don't feel like you belong
if you're an outsider,
revisiting why we don't
want to label people
as foreigners or less than
in any type of way.
08:14
And then stigma.
08:16
There are three different types
of stigma, but in general.
08:19
Stigma is a negative,
a set of negative or unfair beliefs
that society or group of
people have about something.
08:26
It's a mark of disgrace.
08:28
So when you think about it,
it encourages people to feel
like they're less than.
08:33
So that is self stigma.
08:34
It creates a negative
attitudes about yourself.
08:37
We internalize shame.
we internalize guilt.
08:40
We often blame ourselves if we're
stigmatized about something.
08:44
And again, remember, thinking about
the negative impact
it has on someone's
psyche and confidence
and ability to function well
in any space, or organization.
08:56
And these definitions are some that
are kind of from the
American Psychiatric Association,
and just trying to
put it in terms that
we can talk about
in everyday language.
09:07
But think about that self-stigma
started with that one first.
09:11
Because we all as human beings
do internalize negative things
people say about us.
09:18
And then public stigma
is when we have negative
or discriminatory attitudes
about certain people or groups.
09:24
And what does that mean?
We label a whole group of people
as we talked about
in a certain segment,
because one person
or one small group
of the larger group of people
does something that's negative,
and we assign that across the board.
09:39
So people again, it's the cycle,
start to feel some type of
negativity about themselves.
09:46
And then institutional stigma.
09:48
That's a systemic problem.
09:50
And that involves policies
that either intentionally or
unintentionally limit opportunities
for some people
from marginalized groups.
09:58
So some examples of that could be
lower funding for certain research,
stigmatized type research such as
mental illnesses, HIV, sickle cell,
things that people see
as something negative.
10:11
And even currently, COVID-19,
you know that
especially in the
beginning of the pandemic.
10:17
People kind of turn
their nose up at people
who got diagnosed with COVID.
10:22
Now, we know that,
we can't just assign that
to certain groups of people,
even though certain
groups of people had
greater morbidity and
mortality as a result of it.
10:32
And then when we talk
about health services,
from a systemic standpoint.
10:38
Because it's not a priority
oftentimes then
people who fall into
these stigmatized groups
or have stigmatized illnesses
may have fewer opportunities
to receive high quality
health services.