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Cultural responsiveness and cultural competence

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Cultural responsiveness and cultural competence

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According to Betancourt et. al. the filed of 'cultural competence' emerged as one strategy to address racial and ethnic disparities across the United States. A definition of cultural competence that we use is: Cultural competence is a set of congruent behaviors, attitudes, and polices that come together in a system and enable that system to work effectively in cross-cultural and multiracial situations/settings. (Cross et. al. (1989)) Cultural responsiveness is defined as the ability to understand and consider the different cultural backgrounds of the people whom you interact, are in relationship with, work with, and serve. Cultural responsiveness is more applicable to describing individual behavior and cultural competence is more appropriate for describing organizational behavior.

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https://www.hrc.org/resources/corporate-equality-index

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Equity and Inclusion Organizational Assessment

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Equity and Inclusion Organizational Assessment

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An equity and inclusion organizational assessment is a systematic process for collecting, analyzing, and making meaning of data (e.g. interviews, surveys, document and practice review) that paints a picture of an organization on key multicultural organization dimensions. This is a critical step to identifying where the organization as a system is and where it wants to go on the continuum of multicultural organizational development. The result of this process is a road map for getting from where you are to where you want to go. This road map is incorporated into the organization’s strategic and operational planning. For more information about organizational assessment go to: Data2insight Equity and Inclusion Organizational Assessment

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Racial Equity and Justice Inventory Tool

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Racial Equity and Justice Inventory Tool

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Check out Washington Race Equity and Justice Initiative’s organizational took kit and guide for a DIY approach to organizational assessment

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How NOT to Leadership Series by Mary Marshall and Kim Obbink

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Performative allyship can weaken trust and credibility in your business. 

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Performative allyship can weaken trust and credibility in your business. 

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How brands can go from performative allyship to actual allies.

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Example of performative allyship: Pepsi's 'Live for Now' ad campaign

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Example of performative allyship: Pepsi's 'Live for Now' ad campaign

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https://discoversociety.org/2020/07/01/brands-optical-allyship-and-opportunistic-responses-to-black-social-justice-activism/

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https://www.dailyemerald.com/opinion/selcer-a-litmus-test-for-performative-allyship/article_1f53896c-e667-11e8-ba95-0706c1c83d69.html

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Building DEI Initiatives: The Importance of Psychological Safety by Jennifer Brown

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How to guide for creating and fixing culture

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How to guide for creating and fixing culture

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Culture [Dis]Connect by Mary Marshall  A how-to guide for creating and fixing culture for both financial and personal satisfaction.

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Good Culture is Good Business
Leader as Cultural Strategist

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Don’t change beliefs, change behaviors by Khalil Smith

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How an organization can think about deep diversity, equity and social justice issues

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How an organization can think about deep diversity, equity and social justice issues

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Diversity, cultural of humility (AKA cultural competence), equity and social justice Interview with Dr. Heather Hackman

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Human Value Initiative—a resource for DEI organizational initiatives

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“Unlearning” to Create Change by Mary Marshall

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Start with a Meaningful Statement on Diversity, Equity and Inclusion

Steps to Set the Space for Crucial Conversations on Diversity, Equity and Inclusion

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Brené Brown on The Difference Between Guilt and Shame

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On white privilege by Tim Wise

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The Myth of White Victimhood and the Reality of White Fragility by Tim Wise

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It’s not my fault (but it’s my responsibility) by Bernadette Smith

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Allyship (& Accomplice): The What, Why, and How by Michelle Kim

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Unlocking Us podcast—exploring what it means to being human by Brené Brown

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Dear White People: Here Are 10 Actions You Can Take To Promote Racial Justice In The Workplace by Dana Brownlee

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The ideals of diversity, equity, inclusion have never been more relevant than in 2020. Here’s a brief overview of what businesses need to know. Diversity Done Right Matters – Now’s The Time To Do It Source: HUB International

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When social, economic, and political opportunities are not predicted based upon a person or group's race. Source: Maleah Jackson @ Makari Consulting

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Opposed to racism. Source: https://www.merriam-webster.com/dictionary/anti-racist

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Allyship is an active and consistent practice of using power and privilege to achieve equity and inclusion while holding ourselves accountable to marginalized people’s needs.™ Source: https://medium.com/awaken-blog/allyship-vs-accomplice-the-what-why-and-how-f3da767d48cc

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Latham Thomas coined the term Optical Allyship in May 2020, defining it as “allyship that only serves at the surface level to platform the ‘ally.’ It makes a statement but doesn’t go beneath the surface and is not aimed at breaking away from the systems of power that oppress.”

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An attitude that always favors one way of feeling or acting especially without considering any other possibilities Source: https://www.merriam-webster.com/thesaurus/bias

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Colorblindness is the racial ideology that posits the best way to end discrimination is by treating individuals as equally as possible, without regard to race, culture, or ethnicity. Color blindness relies on the concept that race-based differences don't matter, and ignores the realities of systemic racism. The idea of a color blind society, while well intentioned, leaves people without the language to discuss race and examine their own bias. Sources:

https://www.oprahmag.com/life/relationships-love/a32824297/color-blind-myth-racism/

https://www.psychologytoday.com/us/blog/culturally-speaking/201112/colorblind-ideology-is-form-racism

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1: Prejudiced or prejudicial outlook, action, or treatment

2: the act, practice, or an instance of discriminating categorically rather than individually Source: https://www.merriam-webster.com/dictionary/discrimination

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Includes but is not limited to race, color, ethnicity, nationality, religion, socioeconomic status, veteran status, education, marital status, language, age, gender, gender expression, gender identity, sexual orientation, mental or physical ability, genetic information, and learning styles. Source: https://community.naceweb.org/blogs/karen-armstrong1/2019/06/25/what-exactly-is-diversity-equity-and-inclusion

Definition of diversity

1 : the condition of having or being composed of differing elements : variety especially : the inclusion of different types of people (such as people of different races or cultures) in a group or organization programs intended to promote diversity in schools

2 : an instance of being composed of differing elements or qualities : an instance of being diverse a diversity of opinion

Source: https://www.merriam-webster.com/dictionary/diversity

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The difference between equity and equality

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The difference between equity and equality

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Equity is the act of ensuring that processes and programs are impartial, fair and provide equal possible outcomes for every individual. Source: https://builtin.com/diversity-inclusion/what-does-dei-mean-in-the-workplace
Equality is when everyone gets treated the same. Source: https://www.youtube.com/watch?v=MlXZyNtaoDM

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Inclusion is the practice of ensuring that people feel a sense of belonging in the workplace. This means that every employee feels comfortable and supported by the organization when it comes to being their authentic selves. Source: https://builtin.com/diversity-inclusion/what-does-dei-mean-in-the-workplace

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The idea that everyone should be able to use the same facilities, participate in the same activities, and enjoy the same experiences, including people who have different abilities, are disadvantaged, discriminated against, or marginalized.

Use in a sentence: The school has a strong culture of inclusion of students with special needs. Source: https://dictionary.cambridge.org/dictionary/english/inclusion

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Diversity, Equity & Inclusion

DEI is vital to creating and maintaining a successful workplace; one founded on the principle that all people can thrive personally and professionally. Before you begin to reevaluate your efforts and implement new practices, it’s important that you fully understand each component, both individually and how they work together.  Source: https://builtin.com/diversity-inclusion/what-does-dei-mean-in-the-workplace

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1: Also called intersectionality theory, intersectional theory. the theory that the overlap of various social identities, as race, gender, sexuality, and class, contributes to the specific type of systemic oppression and discrimination experienced by an individual (often used attributively

2: the oppression and discrimination resulting from the overlap of an individual’s various social identities

Source: https://www.dictionary.com/browse/intersectionality

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The Will To Change: Uncovering True Stories of Diversity & Inclusion Podcast

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The Will To Change: Uncovering True Stories of Diversity & Inclusion Podcast

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https://jenniferbrownspeaks.com/podcast/

About this podcast: Everyone has a diversity story even those you don't expect. Get ready to hear from leading CEOs, bestselling authors, and entrepreneurs as we uncover their true stories of diversity and inclusion. The Will To Change is hosted by Jennifer Brown- Jennifer is an award-winning entrepreneur, dynamic speaker, and author and diversity and inclusion expert. She is a passionate social equality advocate committed to helping leaders foster healthier and therefore more productive workplaces, ultimately driving innovation and business results.

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Jennifer Brown talks bout what it is like to create a culture of belonging https://youtu.be/NDhJmwp__JA

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The business case for DEI is now overwhelming

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The business case for DEI is now overwhelming

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Greater DEI = greater innovation, revenue, profit, better governance and problem solving
https://www.weforum.org/agenda/2019/04/business-case-for-diversity-in-the-workplace/

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Implicit Bias Training is not a DEI strategy

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Implicit Bias Training is not a DEI strategy

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“What evidence do I need to be certain that [fill-in-the-blank] is bringing us closer to our DEI goals?”

Hint: asking participants in a follow-up survey if they enjoyed the training does not provide an accurate pulse on training efficacy. Try questions like these instead:

1. Are your internal promotion rates becoming more equitable across gender, race, ethnicity, and age?

2. Have you reduced employee churn among women, mothers, and people of color?

3. Is your pay gap shrinking?

4. What’s representation like in your C-Suite? Board room?

5. Are the number of HR complaints decreasing?

These questions will help you create a more data-driven DEI strategy.

https://www.pipelineequity.com/katicas-voice/implicit-bias-training-not-effective/?utm_source=Pipeline+Equity+Newsletter&utm_campaign=af67a08494-EMAIL_CAMPAIGN_2019_06_26_09_19_COPY_01&utm_medium=email&utm_term=0_b9bd9191fe-af67a08494-76669547

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https://www.theodysseyonline.com/7-statistics-that-will-change-view-racism

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These norms have been shown to create a supportive environment where people can be brave and take on the challenging topic of race, racism, and other challenging topics. Guidelines for Courageous Conversations

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https://www.youtube.com/watch?v=WAf27K-pp7s

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So You Want to Talk About Race by Ijoema Oluo

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So You Want to Talk About Race by Ijoema Oluo

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Companies typically put the burden of Diversity Equity and Inclusion on HR Managers & Directors requiring "change" via diversifying the new hires by a certain percentage...thereby creating "diversity hires." This is only one part of this complex problem/opportunity. Business culture, process and protocols, leadership and management attitudes and behavior all contribute to the extent an organization is multicultural and antiracist. As leaders, it is important to consider all these contributors as you embark on equity and inclusion initiatives. Source: Veronica Smith @ data2insight

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For brands, the election will be more than about who wins

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For brands, the election will be more than about who wins

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https://mailchi.mp/ac741e1dba63/companies-are-falling-short-on-gender-equity-commitments-why-1416640?e=6046bebd93

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Voices for Equity blog by Katica Roy, Founder of Pipeline Equity

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Voices for Equity blog by Katica Roy, Founder of Pipeline Equity

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https://www.pipelineequity.com/blog/voices-for-equity/

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How to Vote for Gender Equity by Katica Roy

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How to Vote for Gender Equity by Katica Roy

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https://www.katicaroy.com/2020-voting-guide?utm_source=Pipeline+Equity+Newsletter&utm_campaign=af67a08494-EMAIL_CAMPAIGN_2019_06_26_09_19_COPY_01&utm_medium=email&utm_term=0_b9bd9191fe-af67a08494-76669547

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The Inclusion Dividend by Donovan & Kaplan

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The Inclusion Dividend by Donovan & Kaplan

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How to Become an Inclusive Leader by Jennifer Brown

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How to Become an Inclusive Leader by Jennifer Brown

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It guides readers through the Inclusive Leader Continuum – a four step journey that codifies developmental stages (unaware, aware, active, and advocate) for all leaders who want to take on the task of creating an inclusive space.

Along the way, you’ll learn about the hallmarks of each stage, the behaviors and mind-sets that inform it, and what readers can do to keep progressing.

Whether you’re a powerful CEO or a new employee without direct reports, How to Be an Inclusive Leaderwill meet you where you are and provide you with a road map that will help to create a workplace of greater mutual understanding where everyone’s talents can shine.

https://jenniferbrownspeaks.com/inclusive-leader-book/

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Frederick A. Miller: Leveraging Inclusion as a Breakthrough Organizational Development Strategy

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Frederick A. Miller: Leveraging Inclusion as a Breakthrough Organizational Development Strategy

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https://link.springer.com/referenceworkentry/10.1007%2F978-3-319-52878-6_65

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Microaggressions are common verbal, behavioral, and environmental communications, whether intentional or unintentional, that transmit hostile, derogatory, or negative messages to a target person because they belong to a stigmatized group. Source: Maleah Jackson @ Makari Consulting

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More info about microaggressions in everyday life

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More info about microaggressions in everyday life

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https://www.youtube.com/watch?v=BJL2P0JsAS4

NPR article about microaggressions: https://www.npr.org/2020/06/08/872371063/microaggressions-are-a-big-deal-how-to-talk-them-out-and-when-to-walk-away

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Microaggressions are common verbal, behavioral, and environmental communications, whether intentional or unintentional, that transmit hostile, derogatory, or negative messages to a target person because they belong to a stigmatized group. Source: Maleah Jackson @ Makari Consulting

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When social, economic, and political opportunities are not predicted based upon a person or group's race. Source: Maleah Jackson @ Makari Consulting