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Meeting agreements for Natural Systems departmental meetings to extend DEI lens to non-DEI focused spaces

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I have had the good fortune to be a participant in an organically-created DEI work discussion group. We spent the first meeting discussing ground rules and they set the stage for some vulnerable conversations.

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Spent time in pilot work group developing meeting agreements/ground rules to lay foundation for future discussions

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Used to engage folks from different cultural and religious backgrounds and support continued conversations and connection.

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I've been a part of numerous meetings with various stakeholders where "ground rules" are one of the key first steps, each time the group convenes.  this approach is helpful when discussing an issue / project where different people come to the table with different interests.

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A group of folks at CWS interested in EDIJ work connects monthly to talk about equity and inclusion work and how it connects to our broader work. Guidelines are used to support engagement and continued conversations.

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How guidelines can be used to advance DEI in large systems

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How guidelines can be used to advance DEI in large systems

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I don't *know* the right answer to this question, but I posit that by setting up guidelines, there is an assumption that we, collectively as an organization, are going here - we are moving together to look at systems that prohibit diversity, equity and inclusion in our workplace and we are dismantling systems that prevent DEI and building new systems that incorporate - even, center - DEI in the workplace. And the guidelines also give us boundaries and pathways to success.

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At a Nonprofit -- Fostering Partnerships

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At a Nonprofit -- Fostering Partnerships

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If you're a talker -- please talk less. If you're a silent thinker -- please speak up. We did call them groundrules! To prevent a feeling of being attacked, please disagree with opinions, not people.

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Individual understandings shaped by guidelines at a meeting level or larger organization level compound to become an accepted practice/way of interacting with one another and this compounding allows for advancing DEI in large systems!

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Helps create space for difficult and dynamic conversations as folks are able to be vulnerable and more fully present and engaged.

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Set a time limit. When someone is speaking, no one else can speak. Helps keep things civil. Put a clock on the table. Have people write things down then look for common ground.

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Provide cohesion for small satellite offices

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Provide cohesion for small satellite offices

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Guidelines that cover entire organization that is split between small offices across the entire state that may have individual cultural differences based on location

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As we bring different backgrounds and experiences, guidelines allow some common ground on which we can connect so that we can further learn from one another and within ourselves. It can support connections inside the organization, with partners, and with community members.

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i think agreed upon guidelines and striving to implement can help give each participant a "voice" at the table, or at least acknowledge that different perspectives are valuable and want to be heard.

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publish list of suggested "ground rules" for open discussion & evaluation by group. Are these rules appropriate, how do we feel about them?

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In conversations with others, in meeting others for the first time, asking questions about pronouns, preferred learning styles, preferred language, accessibility needs; (Embracing discomfort/respecting confidentiality)

In supervisory or management role where people come to me and share a lot of about stories/personal lives, or something impacting work, (i.e problem with colleague) (listening for understanding, respecting confidentiality). Giving space for others to speak truth.

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Example:
Ouch: person feeling they've been slighted in some way by someone else. Acknowledge that & confront.
Oops: Acknowledgement from the offending party.
Whoah: third party observing & intervening

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Through repetition and consistency. Make sure it's at the forefront.

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Build it into systems that meeting facilitators encounter

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Build it into systems that meeting facilitators encounter

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eg: facilitation training, meeting invitations, posters on meeting room walls, etc.

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Hearing that some folks have issues even establishing a culture where DEI guidelines are prioritized - definitely indicative of larger systemic culture change needed

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Supported a shift from "safe space" to "brave space."