1 Valuing Diversity & Inclusion with ACPE Audrey D. Hines & Marita Harrell, Facilitators May 6, 2015
2 Today We Will Application: External Relations & Engagement Self - Awareness Application: Organizational Impact DIVERSITY & INCLUSION LEARNING MODEL Experience: Interacting & Relationships Reflections & Insights
4 WHO S IN THE Introduce yourself by sharing 1 Name 2 Current Role 3 Tenure with ACPE 4 Something invisible about you
5 DEFINE Diversity, Inclusion and other terms. What they are and what they are not. OUTCOMES EXPLORE our personal diversity and how our diversity impacts ACPE s environment and effectiveness. UNDERSTAND individual s role in creating an inclusive environment. DEVELOP the ACPE value case for diversity and inclusion. REGOGNIZE the barriers of valuing diversity individually and organizationally. ESTABLISH a personal commitment and action plan.
6 Assumptions People in this Room: Are Good People Have Good Intentions May not always be sure what D&I really is Care about developing others and yourself Are all starting our journey from different places and experiences Are willing to step outside of our comfort zones
7 Being Real I m not perfect! I m defined and perhaps limited by my life, my experiences in life, and my convictions. Because I m human, and subject to the frailties of being human, there may be times when I do things, or say things that may, from your perspective, be inappropriate or insensitive. I only ask that you accept the real possibility that I m simply unaware; that you give me the benefit of the doubt, pull my coattail, give me constructive feedback and judge me after I know better! In this way I will learn, we will grow and our relationship will become richer as a result. - Author Unknown
8 conversation guidelines Be curious, ask questions to clarify, and listen with a willingness to be influenced Speak so you can be heard, challenge your own and other s assumptions Assume good intent, be hard on issues, not each other Be on time from breaks Silence and set electronic devices aside Confidentiality keep it in the room
9 Association for Clinical Pastoral Education Mission Advancing exceptional experience-based theological education and professional practice to heal a hurting world. Vision We will be an organization where people of diverse faith, traditions, backgrounds, and cultures collaborate to provide innovative experiential education. We will lead in the theory and practice of clinical education for spiritual care. We will promote and broaden the provision of quality professional theological education in a variety of settings. Collegiality We value relationships marked by accountability, mutual respect, clear communication and ethical practices that supports personal and professional integration and care of self and others.
10 ACPE s Diversity Statement We value diversity and stand to educate culturally competent clinical pastoral educators and spiritual care providers. We engage in professional development in order to increase cultural awareness.
11 Definition of Terms Diversity The full range of human and/or organizational cultural differences or similarities. Inclusion A culture or environment of trust, respect, and commitment where everyone is encouraged to contribute to organizational results, leveraging his or her unique talents and background.
12 WHO is the other person(s) SEE HEAR FEEL
14 Defining Diversity Iceberg
15 Comfort with Differences Once we understand each other and are comfortable with our differences, or at least comfortable with our discomfort, then we will be able to look beyond race, gender, religion, and ethnicity Comfort Understanding Experience
16 What s Changing in the World Million 2045 Muslims 1 in 5 1 in 5 people living in the US will be Hispanic or Asian. US population will increase in 2050 which will be due to immigrants arriving from 2005 to 2050 and their U.S.-born descendants. Hispanics are currently the largest group. There will be no racial or ethnic majority in the U.S. Number will nearly equal the number of Christians around the world. This is the world s fastest growing religious group. Americans (19%) will be classified as an immigrant.
17 Activity: Exploring my diversity dimensions Instructions: 1.Circle 3 dimensions that are important to you and influence who you are and why? 2.Share with a partner the 3 dimensions most important to you and why.
19 SEE HEAR FEEL Table Reflection SHARE INSIGHTS
20 Micro-Inequities Subtle messages that build up and have a big impact. Micro-inequities break connection. o Tiny, pervasive, cumulative, discouraging o Often semi-conscious o Lurking just below the surface o Built into an organization s culture o Lead to damaged self esteem, withdrawal o Discourage creativity and risk-taking
21 THE SMALL STUFF Micro-messages: Signals we send to one another through our behavior. They are called micro because the behaviors are small, although their impact can be enormous. Micro-inequities: Micro-messages we send other people that cause them to feel devalued, slighted, discouraged or excluded. Micro-affirmations: Micromessages that cause people to feel valued, included, or encouraged.
22 Share: A time when you experienced a microinequity that bothered you. IN PAIRS 1. What did you do in response to the micro-inequity (i.e., Did you speak about it directly to the person, stay silent, complain to others )? 2. Next, take turns discussing an example from the DVD that surprised you or gave you new insight.
23 Definition of Terms Stereotypes Judgments made of a group that typically exaggerate a characteristic. Stereotypes often have a negative impact on the person or group that is being categorized. Bias An inclination to present or hold a partial perspective at the expense of (possibly equally valid) alternatives. Generalization Most, common, usual, not specific or precise; to infer or derive from particular instances (leaves room for the individual).
24 STEREOTYPING 1. Have you ever been caught by your own stereotyping, misjudging someone because of your erroneous assumptions? What happened? How did it feel? What was the result? 2. Have you ever been stereotyped, misjudged by someone else? What happened? How did it feel? What did you do? 3. How can stereotyping, consciously or unconsciously, impact your team s ability to perform?
25 consciously overcoming unconscious bias L = Listening I = Including V = Valuing E = Engaging
26 SEE HEAR FEEL Table Reflection SHARE INSIGHTS
27 Intent vs. Impact Your Intentions Don t Really Matter Our intentions when communicating send messages or signals to others, sometimes in ways unintended. People see and hear messages via their own filters, background, and experiences which can alter how the message is received. So what happens when your attempts to communicate go a bit awry? o o o o o Apologize Explain Intent Listen to Understand Impact Ask What can I do differently? Make the adjustment Do not become defensive, go into denial or discount the person s feelings!
29 Who s In Who s Out? Power Control Information Operate off stereotypes Numbers generally large Less aware of being an insider Less power, control, information Bad information Scapegoats Very aware of their differences Very aware of being an outsider
30 INSIDERS & OUTSIDERS
31 The Leader s Code Ken Chapman, The Leaders Code A leader knows him/her self A leader self-corrects A leader manages his/her own words and behaviors A leader seeks to understand A leader is a peacemaker and coalition builder A leader is patient with people A leader is supportive A leader believes in people at their best Leaders treat others as they want to be treated as much as possible
34 Organizational Commitment INCLUSION CONTINUUM Awareness Valuing Way Of Life For Individuals, Groups and Organizations Understanding Less Fear And More Comfort With Diversity Learning Begins. Know That You Don t Know Tolerance Intolerance Can t Do Anything About Them Being Here We Don t Want You We Don t Need You You re Not Welcome
35 Impact of Unmanaged Stereotypes & Biases Hiring Decisions Work Relationships Development of People Retention Teamwork Environment
36 Association for Clinical Pastoral Education Focus on the following ACPE Strategic Initiatives: Increase the number and diversity of certified supervisors in various contexts through a certification process. Increase the number of diversity of accredited CPE centers in order to serve the needs of CPE students in various contexts utilizing an accreditation process. Provide professional development opportunities to members of ACPE and those organizations with whom we collaborate that utilize content experts from within and outside the association.
37 Definition of Terms Cultural Norms Norms are the agreed upon expectations and rules by which a culture guides the behavior of its members in any given situation. Cultural norms vary widely across cultural groups. Cultural Competence The conscious effort of bringing together knowledge about different groups of people -- and transforms it into standards, policies, and practices that work effectively in cross-cultural settings to produce better outcomes.
38 Formal vs. Informal Liberal vs. Conservative Egalitarian vs. Hierarchical Competitive vs. Collaborative Task-Focus vs. People-Focus Punctual vs. Casual Practical vs. Theoretical Analytical vs. Systematic Direct vs. Indirect Restrained vs. Expressive Cultural Dimensions & Difference
39 SEE HEAR FEEL Table Reflection SHARE INSIGHTS
40 Inclusive communication Communication Tool Speaking up against bias without blame or guilt: o Assume good intent and explain impact o Ask a question o Interrupt and redirect o Broaden to universal human behavior o Make it individual
41 Inclusive communication Communication Tool Inclusive Language Who is Included? Who is Excluded? o Communicate clearly o Avoid stereotyping and discounting others o Help people feel they are included in your message o Name and describe people in ways that are accurate, unbiased, and relevant o If you decide to use humor, select jokes and humor that celebrate our common humanity rather than demean one another for our differences
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