What’s included
Our research process led us to to a path of discovery surrounding the legacy of the witch hunts in the modern world. Although they seem like a historical issue, we found that their essence is still very much present, especially observing how patriarchal systems are still trying to police and condemn women’s behaviors that, in their eyes, are improper and un-ladylike. Nowadays, empowered and outspoken women still represent a threat to the social order that seeks to opress them and dominate them, thus reproducing the gender imbalance in which we, sadly, still live. The use of derogatory and belittling terms has been key in perpetuating the stereotypes that deprecate women’s roles in society, especially within the workforce, where they traditionally “do not belong”.
Today, institutional trainings on gender and discrimination, which should be responsible for debunking said stereotypes, have become an item in a to-do list for newcomers and seasoned workers alike, rather than an opportunity to really reflect on how issues of gender affect te way we interact within a specific community. This is, amongst other things, because of the digitization trend that surged as an aftermath of COVID-19, which launched trainings into the digital space.
Within this complex backdrop, we found a shining opportunity.
Matriarchy is a dialogical gender-training tool that emerged as a response to the ongoing influence that the early modern witch hunts and trials have had over our social structures. It aims to serve as a supporting mechanism for the creation of better and more inclusive working environments and workplace ethics. By emphasizing the power behind peer-to-peer education, it acts as an ice-breaker when discussing the complex issues of gender and stereotypes, especially within the corporate boundaries. Its use intends to normalize addressing issues of gender and discrimination within professional settings, consequently creating a more open-minded and respectful scenario for both professional and personal flourishment.
To challenge the narratives and negative stereotypes that surround empowered women and/or women in positions of power by questioning the way they are perceived within society and the workforce culture. This is done by confronting users to well-known archetypes that are used to denigrate women, and question why and how this is done on a daily basis.
The Matriarchy methodology brings corporate trainings back into in-person learning settings that allow for peer-to-peer interaction, as well as support a more community-centered way of learning. This, in turn, strengthens the sense of camaraderie between coworkers, and creates more empathetic, open-minded professional environments. It, however, does not entirely replace digital training modules, as we do understand the importance of the conceptual understanding of issues such as discrimination and harassment. Rather, it compliments existing methods by grounding them into the daily life culture of every corporation and/or institution it is taken into.
We are currently targetting 3 main key players that provide us with the opportunity to successfully implement the methodology in corporate, professional and institutional settings:
The top decision-makers in every institution or corporation. They are a key entry point as are the ones to be persuaded about the importance of the issue at hand. CEOs Leads Heads
HR Contacts
Community Members
Closely related with mandatory trainings for all employees/members.
They are approached with the value proposal and how we can strengthen their existing programs.
Interested parties in general. Community members that have a history with the issue at hand and want to collaborate in making a difference.
Both the visuals and the text used in the cards act as prompts that spark discussion and reflection. They have been carefully designed to challenge users to question their own approach to gender issues.
Engaging in difficult conversations is a catalyst for the creation of empathy among members of a community. So, the methodology should help builg better, more inclusive environments.
The methodology takes advantage of the power of language and dialogue. Thus, it does not require a large amount of infrastructure or planning to take place, and makes the experience less intimidating.
The open-ended questions aim to allow for discussion between peers. This may lead to changes in perception and new knowledge being gained, which can only happen on in-person learning settings.
1 booklet
15 cards
1 box
The group (about 8-12 people recommended*) should be in a relaxed, comfortable setting, approaching the process with an open mind and a positive attitude.
To start, the first player picks up a card and reads the description. Afterwards, they ask the person to their left the question associated to the card (below the description).
Other players are encouraged to contribute to the discussion in response to the first player’s response. Everyone should approach the dynamic with a “yes, and?” mindset.
Remember to have fun! It is important to take the training process seriously, but everyone should be in a learning disposition that allows them to share openly with their peers.
There are 15 possible archetypes to randomly choose from the deck which is shuffled. Each card contains a description and a unique set of question prompts.
The questions posed aim to encourage an honest conversation, where there is no such thing as a right or wrong answer. Each player should strive to expose their point of view.
Once the discussion on the first card has ended, the next player takes a card and repeats the process. Every player should be able to participate taking turns to pick cards.
*Note: we recommend that the dynamic is carried out in small groups of about 8 to 12 people to encourage for the creation of safe and highly engaging spaces. This groups should be diverse in terms of position (different areas and hierarchies), age, race, gender identity, religion, etc. Additionally, there should be a representative of HR or the appointed area to act as a facilitator and observe the development of the methodology.
ARCHETYPING THE POWERFUL WOMAN
Old members engage in Matriarchy (in groups of old members only)
New members take the digitalpreexisting training courses
New members engage in Matriarchy (in groups of new members only)
Groups are mixed (old+new members) for a second Matriarchy round
Re-certificate members in both training modules at least every 2 years
Members take the digital training courses
Mixed groups engage in Matriarchy
Re-certificate members in both training modules at least every 2 years
Matriarchy is designed to be an adaptable and flexible methodology, that has the ability to change in time and, with further development, to reflect the intricacies of specific communities.
The archetypes chosen for the first edition of Matriarchy aimed to be as universal as possible, hoping to engage with people across cultures, countries, and institutions. Follow-up is crucial for this methodology to stay relevant: archetypes can be added, removed, and transformed, with the goal of keeping the dynamic well-informed.
We understand the importance of tackling diversity. As much as the archetypes strive to be universal, differences in language and expressions have to be taken into account.
Future versions (in other languages) will allow us to explore how local mannerisms also play a role in reproducing estereotypes. New versions can better reflect local structures.
Matriarchy is about recognizing and highlighting the strength in what we take for granted. Perception, language, and conversation take center stage to remind us how powerful interaction within our communities can be in the road to creating real change. Although a first step, we believe its one in the right direction, one that actually pulls us out of the comfort zone that we have so carefully curated, and places us in a position to be questioned and challenged.
In time, we hope that witch hunting becomes truly an issue of the past, and that communities are able to realize how powerful women should be celebrated rather than oppressed.
“The witch is undoubtedly the magical woman, the liberated woman, and the persecuted woman, but she can also be everywoman.”
– Kristen J. Sollée
