Sherwood Trust Foundation& Community Partners

�Let’s FACE IT! A Conversation & Workshop on Diversity,

Equity and Inclusion”

@ Walla Walla Community CollegeWorkshop 1: March 7, 2018

5:30 p.m. – 8:30 p.m.Workshop 2: March 8, 2018

9:00 a.m. – 12:30 p.m.

Facilitators: Mike Beebe & Viviana Aguilar

Welcome! Howdy!¡Bienvenidos!¡Bienvenidas!

Glad you’re here!!Bienvenue!

Foon Ying! Aloha!Willkommen!

Acknowledgements:

¨ Original keepers of this land

¨ Walla Walla Community College

¨ Lydia Caudill & the Sherwood Trust Foundation

F. = FacilitatingA. = Awareness &

C. = Change forE. = Equity

Consulting Collaborative

Learning Outcomes:

v Grow our self awareness.

v Create shared language and definitions.

v Aspire to be more effective ALLIES.

EMPLOY AN APPROACH THAT

LAYS A FOUNDATION

FOR:

¨ SAFETY¨ MUTUAL RESPECT¨ OPEN DIALOGUE¨ TRUST BUILDING¨ MAKING ‘NEW

CONNECTIONS’¨ CHALLENGING

ASSUMPTIONS¨ ADDRESSING EQUITY¨ TAKING NEEDED

ACTION

Workshop Agenda:

¤ Welcome, intros, overview¤ “Sharing Our Names”¤ Shared language: Diversity, Equity, Inclusion¤ Our Cultural identities¤ “Hot buttons” & Microaggressions¤ Shared language: Stereotype, Prejudice,

Discrimination, Oppression¤ What are Aspiring Allies¤ Ally Behaviors: Interrupting

Microaggressions¤ Appreciations & Closing 7

Workshop Flow:

**

ProposedWORKING

AGREEMENTS:

8

¨ Share the talk time¨ Respect & honor each

other¨ Do active listening¨ Share your knowledge¨ Technology for break

time please¨ Help one another¨ Get curious together¨ Move up, move back¨ Hold space for each

other that is safe and brave

¨ Keep confidentiality

Levels of the WorkStructural – institutional

accountability

Institutional - recognize and challenge power

imbalances

Individual –lifelong learning & critical self

reflection

Relationship Building Activity:“SHARING OUR NAMES”

¤ History, traditions, rituals?¤ Meaning?¤ Treatment and variation?¤ Experiences, feelings,

thoughts?¤ Preferences?

11

WHAT IS CULTURE?

“Culture is the shared set of assumptions, values, and beliefs

of a group of people by which they organize their common life.”

Gary Wederspahn

12

Cultural competency & beyond Culture is

much like water for fish …Other metaphors?

14

Question:

Who are you, culturally?How do you

identify?

Significant dimensions of our cultural identities

RACE/ETHNICITY GENDER GENERATION/AGE

GEOGRAPHIC LOCATION NATIONALITY BODY SIZE

LANGUAGE OF ORIGIN MARITAL STATUS

SEXUAL ORIENTATION RELIGION/SPIRITUALITY

EDUCATION FAMILY STATUS IMMIGRATION STATUS

PHYSICAL/ MENTAL ABILITY ECONOMIC CLASS

WORK/LABOR BIOLOGICAL SEX

Cultural Identity Sharing:

¤ Think of 4 key aspects; choose 4 pipe cleaners

¤ Reflect on how these aspects of your identity help define/inform who you are

¤ Make pipe cleaner sculpture that helps tell your story

¤ Share your story – 3-4 minutes

17

Cultural identity Questions:

Who in our communities are continually asked/forced to

give up parts of their identities?

What is the impact of this?¨ On individuals & families?

¨ On communities?¨ On the broader society?

“How microaggressions are like mosquito bites – Same Difference”

q Fusion Comedy video (1:58 min)

q CLICK HERE

MICROAGGRESSIONSRacial Context: Racism in U.S.

• “Microaggression” coined by Chester Pierce in 1970 in his work with Black Americans as “subtle, stunning, often automatic, and nonverbal exchanges which are ‘put downs’”

• “…one must not look for the gross and obvious. The subtle, cumulative miniassault is the substance of today’s racism” (Pierce, 1974, p. 516)

• “In and of itself a microaggression may seem harmless, but the cumulative burden of a lifetime of microaggressions can theoretically contribute to diminished mortality, augmented morbidity, and flattened confidence” (Pierce, 1995, p. 281)

Microaggressions: Definition

“Brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, sexual-orientation, and religious slights and insults to the target person or group”

(Derald Sue, 2010)

MICROAGGRESSIONSCharacteristics

• Constantly and continuously experienced

• Often committed unknowingly by well-intentioned people• dismissed as innocent or innocuous• gaps between our lived experiences

• Micro level manifestations of enduring institutional and systemic imbalances of privilege and power

Interrupting Do’s & Don’tsDon’t…• Roll your eyes, cross your arms• Pretend you didn’t hear/see it• Say nothing• Change the subject• Yell, curse and berate the

person• Break off all ties with the

person• Put yourself at risk

Interrupting Do’s & Don’ts

DO!

ü GET CURIOUS

ü NAME IT!

ü MAKE A REQUEST

ASPIRING ALLY

An aspiring ally is a member of the privileged or agent group who takes a stand against social injustice directed at targeted groups or group members.

An aspiring ally works to be an agent of social change rather than an agent of oppression or a passive member of society.

Ally Behavior: Interrupting Microaggressions

Pair & Share:

1. Share what you WANT to say

2. Share what you MIGHT ASK or SAY to educate/interrupt and stay in dialogue

ALLY B.R.A.V.E. MODEL

Builds and brokers relationships

Relates and shares information

Advocates for justice and fairness

Validates experiences, and

Explains norms

(Nakashima&Hickman,1995)

Thanks for sharing!!Xie Xie Asante

MAHALO!Danke! Salamat po!

¡Gracias!GrazieMerci! Arigato!Toda Shukran

¡Buena suerte!