In The Wake of Woke:An Introduction to

Diversity, Equity, and InclusionFebruary 2020

Maura Hackett and William Higgins

Disclaimer This information is an introduction to concepts and best practices that draws from volumes of research and decades of experience. In no way is this a complete guide to the dialogue of Diversity, Equity, and Inclusion in the 21st century.

*This presentation was prepared by the presenters in their personal capacities. The opinions expressed in this workshop are the presenters’ own and do not reflect the views of the South Street Seaport Museum, unless explicitly stated.*

Profile a Professional Sailor: an interactive poll

Live poll via Menti.com

To answer the following poll questions:

Go to Menti.com use code XX XX 44Select you answer, click Submit

Grew up in a 2 parent household through age 18

Billy

Maura

Both

Neither

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Experienced fewer than 5 moves by age 15

Billy

Maura

Both

Neither

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Attended Montessori school

Billy

Maura

Both

Neither

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Attended Saturday and/or summer enrichment programs

Billy

Maura

Both

Neither

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Speaks a second language

Billy

Maura

Both

Neither

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Received a full academic scholarship for college

Billy

Maura

Both

Neither

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Holds dual citizenship with Ireland

Billy

Maura

Both

Neither

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Agenda ● Introductions

● Disclaimer

● Poll

● Shared Agreements

● Defining unconscious bias

● Activity

● Shared Vocabulary

● Break out discussions: diversity, equity, inclusion

● Action Items

● Resources

● Questions and Next Steps

Shared Agreements Goal: To create an atmosphere of learning, reflection and commitment

Speak from your own experience

Share the air

Don’t tokenize 

Don’t make generalizations about a group of people

Consider your position of power in this conversation

Consider your position of vulnerability

Anything else? Source: RACIAL EQUITY HERE / LEARN

https://docs.google.com/presentation/d/1oVKs40SR-bqj_z--VuHQoOGS2C4hTUckrxEjMd16Tjk/edit#slide=id.g1b20be401a_0_0

BIASImplicit Bias is unconscious and expressed indirectly

Explicit Bias is conscious and expressed directly

Source: RACIAL EQUITY HERE / LEARNhttps://docs.google.com/presentation/d/1oVKs40SR-bqj_z--VuHQoOGS2C4hTUckrxEjMd16Tjk/edit#slide=id.g1b20be401a_0_0

Unconscious Bias aka “Like me” Bias Bias is not permanent

Tell the truth to yourself and others

Slow down decision making and focus on what matters

Remove info that’s known to be a trigger for bias

Recognize the feeling of “culture fit”

Stimulate curiosity and make new connections

Poll Results: via mentimeter.com

So what?

Review initial biases and how accurate they were/were not

ACTIVITY: Trusted Ten

Initials of your trusted top ten

Gender Age Sexual Orientation

Education Disability (y/n)

SES/Class

Political Affiliation

1

2

3

4

5

6

7

8

9

10

Adapted from Google’s Search inside yourself Leadership (SYILI)

ACTIVITY: Trusted Ten What do you notice about your list?

What are strengths of your trusted 10?

What are weaknesses?

How are the individuals similar to you? How are they different?

DIVERSITY : EQUITY : INCLUSION● Diversity is where everyone is invited to the party● Equity means that everyone gets to contribute to the

playlist● Inclusion means that everyone has the opportunity to

dance-Robert Sellers, Univeristy of Michigan

Source: https://diversity.umich.edu/about/defining-dei/

DIVERSITY:

Having a representative number of people from different demographics in your workforce is critical, but not enough.

Source: RACIAL EQUITY HERE / LEARNhttps://docs.google.com/presentation/d/1oVKs40SR-bqj_z--VuHQoOGS2C4hTUckrxEjMd16Tjk/edit#slide=id.g1b20be401a_0_0

A person is NOT diverseDiversity is about a collective or a group and can only exist as related to others.

An employee is not diverse — they’re a unique, individual unit. They may bring diversity to your team or your hiring pool, but they in themselves are not diverse. They’re a woman; they’re a person of color*; they’re part of the LGBTQ+ community; they have awesome purple hair.

Source: General Assembly’s WHAT’S THE DIFFERENCE BETWEEN DIVERSITY, INCLUSION, AND EQUITY?, Meg Bolger https://generalassemb.ly/blog/diversity-inclusion-equity-differences-in-meaning/

INCLUSION:

Inclusion centers Members of the EAM* as leaders and decision-makers in addition to ensuring diverse representation.

Source: RACIAL EQUITY HERE / LEARNhttps://docs.google.com/presentation/d/1oVKs40SR-bqj_z--VuHQoOGS2C4hTUckrxEjMd16Tjk/edit#slide=id.g1b20be401a_0_0

DIVERSITY > INCLUSION > EQUITYRACIAL EQUITY:

Racial equity is about policies and practices that drive outcomes.

Source: RACIAL EQUITY HERE / LEARNhttps://docs.google.com/presentation/d/1oVKs40SR-bqj_z--VuHQoOGS2C4hTUckrxEjMd16Tjk/edit#slide=id.g1b20be401a_0_0

Equity- a revised definition Equity is about restoring power and resources to the people and communities who have been most harmed by the ongoing legacy of colonization, slavery, and injustice based on white supremacy and toxic patriarchy.

- Vu Le, Nonprofit AF

Source: https://nonprofitaf.com/2020/01/its-2020-be-bold-or-get-the-hell-out-of-the-way/

INDIVIDUAL RACISM

Bigotry or discrimination by an individual based on race.

Source: RACIAL EQUITY HERE / LEARNhttps://docs.google.com/presentation/d/1oVKs40SR-bqj_z--VuHQoOGS2C4hTUckrxEjMd16Tjk/edit#slide=id.g1b20be401a_0_0

INSTITUTIONAL RACISMPolicies or practices that work better for White people than for People of Color, often unintentionally or inadvertently.

Source: RACIAL EQUITY HERE / LEARNhttps://docs.google.com/presentation/d/1oVKs40SR-bqj_z--VuHQoOGS2C4hTUckrxEjMd16Tjk/edit#slide=id.g1b20be401a_0_0

New York Times: How Redlining’s Racist Effects Lasted for Decadeshttps://static01.nyt.com/images/2017/08/25/upshot/25up-redliningbk/25up-redliningbk-superJumbo.jpg?quality=90&auto=webp

STRUCTURAL RACISM

A history and current reality of racism across institutions, combining to create a system that negatively impacts Communities of Color.

Source: RACIAL EQUITY HERE / LEARNhttps://docs.google.com/presentation/d/1oVKs40SR-bqj_z--VuHQoOGS2C4hTUckrxEjMd16Tjk/edit#slide=id.g1b20be401a_0_0

Activity: Bowline Races Goal: Tie a bowline, fastest time wins

Before you begin...

there are a few specifics

For presenters only (hide slide) Bowline races criteria

Count off from 1 to 6 (increase depending on group size), or assign numbers by table

1- tie a bowline with one hand in front, eyes open

2- two hands behind back, eyes open

3- one hand behind back, eyes open

4- in a pair, one hand each in front, eyes open

5- one hand behind back, eye closed

6- two hands, behind back, eyes closed

7- in a pair, one hand each, behind back, eyes open

Once everyone is clear start timer, first person/pair to complete the know wins

Share observations, have gorups or infivailus share thier criteris and compare

Is this fair? why/why not?

Intersectionality and Privilege

Groups Discussions: Consider This...

Consider this...A. Why do we value diversity? Is it part of our values? Why? Why not?

B. For whom are we creating more inclusive environments? How will

we ensure that inclusion is real, that we walk our talk?

C. What (systematic) barriers exist that may limit or impede any

diversity efforts you’re taking?

D. How can we approach this work using equity as our guiding

principle, what changes would that require?

Source: General Assembly’s WHAT’S THE DIFFERENCE BETWEEN DIVERSITY, INCLUSION, AND EQUITY?, Meg Bolger https://generalassemb.ly/blog/diversity-inclusion-equity-differences-in-meaning/

How would you respond if someone asked you the following?

“We know that the sailing industry can be a challenging place for people with marginalized identities.” --Does it have to be?

What is your organization doing to change that?

What efforts is your organization making to ensure that women, gender-nonconforming individuals, and people of color (for example) feel included in the workplace?”

Adapted from General Assembly’s WHAT’S THE DIFFERENCE BETWEEN DIVERSITY, INCLUSION, AND EQUITY?, Meg Bolger https://generalassemb.ly/blog/diversity-inclusion-equity-differences-in-meaning/

Action Items● Real world examples ● Resource/ Reading List● Organizations to follow/partner:

○ Race Forward○ Center for Social Inclusion

● Proactive steps:○ Examine recruiting strategies for volunteers, crew, students○ Takeaway: “Self assessment tool” for your organization○ Examine and connect with community

Additional Resources and Suggested Readings What Does 'Woke' Mean? A Simple Guide To The Slang Internet Term Everyone's Using

A Class Divided (video 53:00)

How Redlining’s Racist Effects Lasted for Decades

Project Implicit

W.K. Kellogg Foundation: Business Case for Racial Equity General Assembly: What’s The Difference BEtween Diversity, Inclusion, and Equity?

What Exactly is a Microaggression?

Adam ruins everything “Suburbs” (video 6:17)

https://nonprofitaf.com/

What Privilege Really Means (And Doesn’t Mean) – To Clear Up Your Doubts Once and For All

The 1619 project

Jonathan Kozol- Savage Inequalities (video 5:30)

Miseducation

Beyond #BlackGirlMagic: Representation in Mentoring Matters

Race the House we live in (video 6:04)

The National SEED Project: White Privilege

“Making the Unconscious Conscious” (video 3:58)Race Equity and Inclusion Action Guide

When Black Women Go from Office Pet to Office Threat

Bias Interrupters

Howard Ross: "Everyday Bias: Identifying and Navigating Unconscious Judgments" (video 58:43)

Go deeper:Implicit Bias Test

https://implicit.harvard.edu/implicit/selectatest.html

Next Steps: Now What?

Make a new Trusted 10 list that includes individuals with at least 2-3 differences across the categories.

I still have questions or want to keep talking…

We are available for more discussion later this afternoon

Open Discussion:

3:00-4:30 PM, Lobby

“It is not our differences that divide us. It is our inability to recognize, accept, and celebrate those differences.”

Audre Lorde

Image: http://gomag.com/article/audre_lorde_sister_outsid/