7 minute read
DIVERSITY ISSUES
Many of us grow up and move through life in a bubble, surrounded by people who look like us, worship the way we do, and speak in the same language. When we live our lives in these bubbles, we are not likely to understand others’ experiences. This is even easier to do when we are privileged by our race, sex, religion, sexual-orientation, socioeconomic status, and/or abled-bodies.
If you are lucky, someone or something will come along and pop that bubble. You will start noticing things – whether it be hearing inappropriate language used to refer to persons of color; seeing the negative change in demeanor when someone from an out-group approaches; trying to help a wheelchair-bound person into a building; seeing implicit bias play a role in hiring decisions; witnessing an equally-qualified woman receive a lower raise than a male counterpart; hearing of hate crimes that happen to homosexual or transitioning individuals; and/or observing micro-aggressions in your day to day life. From these experiences, you started to become aware of intolerance and inequities. That initial journey to awareness is STEP ONE. Your eyes are now open. And you are paying attention. Perhaps, as you witnessed these events, you realized how hard it would be to be the one excluded or shunned. You may have imagined a loved one experiencing such treatment.
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At this point, you have come to a crossroads – you must decide whether to look away and continue on your merry, privileged way, only recognizing inequalities when they impact you or your loved ones, or you can allow that recognition to spur you on to change, beginning with yourself. That brings us to STEP TWO – development of cultural competency . We only know what we know, and even then, our experiences are often unique to ourselves. However, we can begin to learn more about others’ stories by educating and assessing ourselves. Start with reading books and articles , watching movies, documentaries, or docuseries , and taking Harvard’s Implicit Association Test . Go to trainings and workshops, take classes, and do research. Go to community events, spend time getting to know people with different experiences and perspectives, and engage with allies. This self-education (and self-assessment) should never stop.
Learning about instances of discrimination and inequality changes your world view. You see the ugliness and you can no longer look away. That knowledge will motivate you. It will provide ideas about possible steps you might be able to take to improve things – on both a personal level and on a larger level. That brings us to STEP THREE – creating an inclusive environment in our organizations and communities. What can we do to create an inclusive environment? First, don’t hide who you are – this is especially important for people of various minority groups. While putting yourself out there is not easy, vulnerability often offers connection. Developing Cultural Competency & Creating Inclusive Environments By Julie E. Zink Co-Chair DBA Diversity Issues Professor of Lawyering Skills and Assistant Dean of Diversity, Equity & Inclusion University of Dayton School of Law Connection can build relationships. And relationships can break down stereotypes.
Second, be an ally and find allies. Having a diverse group of people working together makes things seem less overwhelming, offers differing perspectives, and helps spread both the work and the word around. Also, positive role models and mentors are critical – find one and be one. Share your journey and listen to others share theirs. Learn from one another.
Third, invest in organizational education. Schedule trainings to promote the intercultural understanding of all of the organization’s members. Luring attendees with a free lunch is often helpful. Or, perhaps, consider tying attendance at such functions to annual evaluations. But whatever is done, it should be clear that the organization is committed to fostering an environment that supports the success and inclusion of those from historically marginalized and underrepresented groups. Employees will then understand that this is an important issue that should not be ignored.
Fourth, look at your surroundings and make sure that they are welcome for everyone, not just the majority. Is the diversity of your workplace reflected in the images that are displayed on your walls, on the website, and in advertising? Do you have a single-occupancy restroom for non-binary or transitioning individuals? Can disabled individuals efficiently move through and work in your office-space? Fifth, in terms of hiring, use strategies to diversify your applicant pool and diminish bias from the hiring process. Consider hiring an outside consultant to encourage diverse candidates to apply. Post job descriptions in places where diverse candidates will see them. And be sure that those making hiring decisions have received implicit bias training.
It is easy to get overwhelmed and frustrated, and even think about giving up. I find that when trying to make a positive difference, embracing incrementalism is a good strategy. Those little steps add up. Just keep moving forward, slow and steady. What you do does make a difference. And with that, I’d like to end by inviting you to attend the Dayton Bar Association’s Annual Diversity Day Celebration on Friday, April 3rd. ENDNOTES: 1 Implicit bias refers to “the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner.” http://kirwaninstitute.osu.edu/research/ understanding-implicit-bias/ A microaggression is a comment or action that subtly and often unconsciously or
unintentionally expresses a prejudiced attitude toward a member of a marginalized group (such as a racial minority). https://www.merriam-webster.com/dictionary/microaggression Book recommendations: Moving Diversity Forward by Verna Myers; Diversity in Action by
Theresa Cropper and Anna L. Brown; Just Mercy by Bryan Stevenson; Evicted by Matthew Desmond; Asylum Denied by David Ngaruri Kenney and Philip G. Schrag; Killers of the Flower Moon by David Grann; To Kill a Mockingbird by Harper Lee; and Devil in the Grove by Gilbert King. Netflix recommendations: 13th; When They See Us; and The Hate You Give. HBO recommendation: True Justice. See https://implicit.harvard.edu/implicit/takeatest.html See Melinda Epler’s TED Talk, “3 Ways to Advocate for a More Inclusive Environment” See http://kirwaninstitute.osu.edu/implicit-bias-training/ for free, online implicit bias training.
2020
Agend :
8:30am–10:00am Cultivating Diversity
Adri ne H. Miller, MSW, LSW and L ke Miller
National Conference for Community and Justice of Greater Dayton • NCCJ History, Vision and Mission • Examples of privilege within law firms and the lives of participates • Montgomery County Demographics • Ways to make the office and practice more inclusive • How to be an ally in life and in the practice of law
10:15am-11:45am Local Efforts to Increase Diversity in the Legal Field
P nel Discussion • Why is Diversity Important?
Wr y Bl ttner Esq. and Julius C rter Esq.
• Summer Diversity Clerkship Program
E ony D ven ort Esq. and J
• Diversity Mentoring Program
r King Esq.
Cori H er Esq. and M riss We t erly
Luncheon Noon -1:30pm Social Justice in the Legal Community
Keynote Luncheon Speaker:
De n Vern L. Willi s • Reasons why law remains one of the least diverse professions • Why have efforts to diversify the legal profession failed? • Social justice feminism: Revelations; Methodology; Applications
DBA Diversity Day Inclusive EXCELLENCE
Friday, April 3, 2020 Seminar 8:30am-11:45am Luncheon Noon-1:30pm Sinclair Community College, Bldg 12 Luncheon Keynote Speaker: Vern L. Willi s Dean and Nippert Professor of Law University of Cincinnati
Pricing:
Luncheon Table (8) $250 *Include list of names.
Register Se in r#: 068 daybar.org/event/diversityday 937.222.7902
LIMITED QUANTITIES AVAILABLE!
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