Elevate U Diversity and Inclusion Symposium - Workbook 2020

ELEVATE

Diversity and Inclusion Symposium

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Wednesday, November 18, 10 a.m. – 3 p.m. MT Virtual Symposium The Elevate U: Diversity and Inclusion Symposium includes interactive speeches and highlights the essentials to foster diversity and inclusion, which will lead to better business outcomes, innovation, and increased efficiency. The theme of the symposium is: “If not now, when? What can you do to make a difference?” As you ask yourself these questions and take the opportunity to challenge yourself, you will move and grow as a leader and an individual. You will gain insight into how to implement diversity initiatives, create a psychologically safe environment, and walk away with researchbacked strategies and skills to implement immediately.

Speakers • Emma E. Houston | Salt Lake County Government Human Resources • Dr. William A. Smith | University of Utah • Dr. Mary Ann Villarreal | University of Utah Panelists • Billy Palmer • Dr. LaShawn Williams • Dr. Tamara N. Stevenson

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Contents Agenda ......................................................................................................................... 2 Speaker Biographies .................................................................................................... 4 Panelist Biographies .................................................................................................... 5 Using your voice: We must overcome ‘us vs. them’ thinking to support marginalized groups ......................................................................................................................... 6

Emma E. Houston

It’s Beyond Time: Look, Listen, and Learn ................................................................. 18

Dr. William A. Smith

Panel Notes ............................................................................................................... 22 More Than a Body Count: Diversity without Equity and Inclusion is Dead ................... 24

Dr. Mary Ann Villarreal

Leading with Equity, Diversity, and Inclusion Certificate ........................................... 27 Terms You Need to Know .......................................................................................... 28 University of Utah MBA Programs ............................................................................. 29 Upcoming Elevate U Symposiums ............................................................................. 31

Thank you to our sponsors:

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Speakers Emma E. Houston Using Your Voice: We Must Overcome ‘Us vs. Them’ Thinking to Support Marginalized Groups Emma E. Houston is the Special Assistant to the VP of EDI-Engagement and Program Development at the University of Utah. Her work is designed to create inclusive spaces that celebrate, acknowledge, embrace, and understand the overachieving umbrella of diversity, inclusion, and equity. Emma was appointed by Governor Herbert as the chair of the Utah MLK Jr. Human Rights Commission and serves on the state’s COVID-19 Task Force. She is also the owner and CEO of Brighter Day Productions, LLC.

Dr. William A. Smith It’s Beyond Time: Look, Listen, and Learn Dr. William A. Smith is a full Professor and Department Chair in the Department of Education, Culture, and Society at the University of Utah. He also holds a joint appointment in the Ethnic Studies Program (African American Studies division) as a full professor. His research primarily focuses on his theoretical contribution of Racial Battle Fatigue, which is the cumulative emotional, psychological, physiological, and behavioral effects that racial micro-level aggressions and macro-level aggressions (microaggressions and macroaggressions) have on People of Color.

Dr. Mary Ann Villarreal More Than a Body Count: Diversity Without Equity and Inclusion is Dead Dr. Mary Ann Villarreal is the inaugural Vice President for Equity, Diversity, and Inclusion at the University of Utah, where she provides leadership and strategic oversight of diversity and inclusion initiatives across the University’s academic and health sciences campuses.

Villarreal aims to foster a shared commitment to a cultural transformation in practice, policy, and processes at the U and in higher education. She also serves on the Association of American Colleges and Universities’ Board of Directors and the executive committee of the Association of Public Land-Grant Universities’ Commission on Access, Diversity, and Excellence.

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Panelists Panel will be led by Dr. William A. Smith.

Billy Palmer Billy Palmer is a Lead Host and Associate Producer of RadioActive, an award-winning public affairs show. Billy amplifies the stories of grassroots organizers and community builders for a changed future through his work on RadioActive and as a community leader. For more than 15 years, he has been a community organizer and advocate for youth empowerment, civil rights, neighborhood reinvestment, and advocacy for survivors of DV and SA. He is a member of the YouthWorks Steering Committee at NeighborWorks SLC where he also sits on the board of directors as the outgoing president.

Dr. LaShawn Williams Dr. LaShawn C Williams, LCSW is an Assistant Professor in the Social Work program at Utah Valley University. Her research is centered on race, parenting, and faith from the lens of Relational Cultural Theory. She is frequently requested to speak on issues of anti-racism and religion and has co-founded multiple professional and cultural spaces working to uplift and nurturing Black communities such as The Black Clinicians and The Black LDS Legacy group. She owns Relational Spaces in Orem, Utah where she works as a therapist, educator, and consultant to create change across differences where connection matters most.

Dr. Tamara N. Stevenson Dr. Tamara N. Stevenson is Vice President of Diversity, Equity, and Inclusion and Chief Diversity Officer at Westminster College. In this role, she provides direct oversight of DEI and leadership toward strengthening and sustaining diversity, equity, and inclusion in the college’s operational infrastructure, inclusive of its policies, practices, and procedures. She most recently served as an associate professor in the College’s Communication Program.

Dr. Stevenson’s research explores the internal and external communicative practices of educational institutions as organizational sites of power through a critical race lens.

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USING YOUR VOICE: We Must Overcome ‘Us vs. Them’ Thinking to Support Marginalized Groups

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Emma E. Houston

Material for personal study after presentation

Discussion Topics A company’s culture resides in the hearts and the soul of its people. Join the conversation and discuss how to create an intentional culture shift to overcome “us vs. them” thinking to support marginalized groups, amplify voices, and opportunities for underrepresented team members.

• Create a culture around speaking up

• Create actionable strategies that can be shared and implemented

• Discuss internal examples that help improve opportunities for team members

• Explore challenges and how to overcome them

Thoughts to Consider & Discuss 1 How can we create opportunities for supporting marginalized individuals?

2 What does genuine support look, sound, and feel like?

3 When should we speak up about unfair/unjust treatment?

4 Why should we be champions of diversity, equity, and inclusion?

“We must move from the thoughts in our heads, to what we feel in our hearts, to change our behaviors and habits, to receive each person in their full humanity.”

– Emma E. Houston

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Representation Matters?

Utah Demographics

Utah’s Population

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Source: Krys Burnette

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Team Dynamics Identify and List Company’s Core Values • • • • How would you best describe the culture of your organization?

What truths exist for speaking up for others?

What truths apply to your team dynamics to support marginalized individuals?

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Characteristics of an Inclusive Person

Self-Awareness

Conscious knowledge of one’s own character, feelings, motives, and desires

Fair

Impartial and just treatment or behavior without favoritism or discrimination

Courageous Curious Adaptable Humble Accountable

Not deterred by danger or pain; brave Eager to know or learn something Able to adjust to new conditions Having or showing a modest or low estimate of one’s own importance The fact or condition of being accountable, responsible

Identify the skills you possess that highlight the ways you practice inclusiveness:

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Personal Reflection: Building Relationships How do you embrace humility?

What are the traits of someone who demonstrates understanding?

What specific actions should be taken to be brave?

How can professional opportunities be created to demonstrate an interest in a person or cause?

In what ways can intentions create a negative impact?

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Identify challenges for implementing EDI strategies and how to overcome them:

Challenge

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Strategy

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What’s on your mind? – Write it down.

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What part do you play in creating an environment that will support all team members?

Enhancing my skills to become an advocate for marginalized individuals is important to me personally because:

I believe it is important to the work environment and my interaction with others because:

If we do not follow through on my personal or organizational commitment to creating actionable steps to become an active, effective, purposeful, and productive advocate, I am afraid that:

I am making a personal commitment to speak up for my benefit, for your benefit, and for our benefit. Here is how I will bring my commitment to life:

I will I will I will

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Resources to Read 1. How To Challenge Ourselves to Grow As Allies by Corey Ponder 2. Why LGBT Employees Need Workplace Allies by Sylvia Ann Hewlett 3. How to be an Ally in the Office by Natalie Stevens 4. The Complexity of Identity: “Who Am I?” by Beverly Daniel Tatum 5. Diversity in Tech: The Unspoken Empathy Gap by Jules Walter 6. Ageism, Diversity’s Forgotten Cousin by Christopher Platts 7. Why Diversity Matters by Vivian Hunt, Dennis Layton, and Sara Prince 8. For Women and Minorities to Get Ahead, Managers Must Assign Work Fairly by Joan C. Williams and Marina Multhaup

Resources to Watch 1.

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The Urgency of Intersectionality by Kimberlé Crenshaw at TEDWomen The Danger of a Single Story by Chimamanda Adichie at TEDGlobal The Paradox of Diversity by Dr. Marilyn Sanders Mobley at TEDx Talks Are You Biased? I Am by Kristen Pressner at TEDx Talks “Getting Called out” Chescaleigh!

Netflix Culture & Marginalized individuals All That We Share Talk About Bias

Resources to Listen To 1. Out at Work by Nancy, with Tobin Low and Kathy Tu 2. Code Switch by NPR

Tests Implicit Association Test Intercultural Development Inventory

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It’s Beyond Time: Look, Listen, and Learn William Smith

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Material for personal study after presentation

Effective Allyship Promoting Solidarity Researchers have continuously examined how and why people get involved in collective action.

The overriding question is when they decide to act and the best form of action they will choose.

Some people use voting in local and national elections as a form of action. Others decide to join organizations with ideals that they share to be part of a collective force. In comparison, many people choose to put their money where their hearts lead them.

In an article by Winnifred R. Louis (2019) and her colleagues, they suggested that there are two forms of engagement of intergroup prosociality. “The first is benevolence—a behavioral orientation towards compassionately alleviating the suffering of others. The second is activism—a behavioral orientation towards changing current social and political systems to create greater equality (e.g., by altering laws or formal and informal structures of decision‐ making power)” (p.2).

For this assignment, I want you to reflect on the Four A’s of becoming an effective ally— Awareness, Acceptance (Understanding), Assurance (Commitment), and Action. We all have faced a dilemma that we wished we could have made a better decision. We all have quandaries in our personal, professional, and public lives. The best plan of action for future predicaments is to think of scenarios that are more likely to happen than not and then prepare for them. I want you to think about an issue that you do not want to be caught off-guard with, but you are not fully aware of the concerns.

Self-awareness is about personal development. You must look at the person in the mirror and say, “What are my strengths, weaknesses, and values regarding this particular matter?”

Self-acceptance is mostly coming to grips that it is okay to admit that “I don’t know” is part of this allyship process. It means that you realize that you have work to do.

You must resist the urge to ask everyone you know for their help, opinions, and experiences before doing much homework.

Self-assurance is about educating yourself on the issue and then working on your habits, beliefs, and maybe adjusting your values.

Self-active people realize that they must take it slow when they first enter a new era of awakening. The old saying, “crawl before you walk,” is very important in this process.

You are still working on your old habits and beliefs while shaping a new orientation.

This is where joining a book club, working committee, organization, watching YouTube or Webinar series, or taking additional classes/certificates is very useful.

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1 What is an issue you want to be more committed to but do not have enough awareness about the concerns?

2 What strengths, weaknesses, and values can be improved through you becoming more aware?

3 Identity some of the things you don’t know enough about, but you want more information.

4 Name four additional steps that you are willing to assure yourself that you can take to become more educated.

5 Identify four steps you believe you can take as you slowly become more active.

6 What do you hope to become from acquiring this new orientation as an ally?

Source Louis, W. R., Thomas, E., Chapman, C. M., Achia, T., Wibisono, S., Mirnajafi, Z., & Droogendy K, L. (2019). Emerging research on intergroup prosociality: Group members’ charitable giving, positive contact, allyship, and solidarity with others. Social and Personality Psychology Compass, 13(3), e12436.

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Panel Notes

Billy Palmer

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Dr. LaShawn Williams

Dr. Tamara N. Stevenson

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More Than a Body Count: Diversity Without Equity and Inclusion is Dead Dr. Mary Ann Villarreal

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Recruitment What can I do to expand my network for recruiting new hires?

What message does our culture send around recruitment?

Retention What can I do to create space that builds a sense of belonging where all people and ideas are welcome?

What is the one thing I can do to help people feel welcome?

Why Diversity and Inclusion Matters What is my “Why�?

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Leading with Equity, Diversity, and Inclusion Certificate (Online) Entire Certificate: $2,195 $1,695 (with discount code) | Individual Class: $350

The Leading With Equity, Diversity, and Inclusion Certificate is seven courses covering an array of topics, from diversity legal requirement and generational gaps to understanding your unconscious bias and the racial crisis in America.

Diversity, Inclusion, and High Performance Dr. Bill Guillory Diversity Legal Requirements: Know Your Legal Rights and Duties Colee Pyne Leading Across Generations: Understanding Diverse Generational Values Dr. Abe Bakhsheshy Leveraging Psychological Safety to Create a Growth-Mindset Organization Dr. Jennifer Cummings Managing Diversity and Inclusion: Developing a Systemic Organizational Model Dr. Kathryn Cañas Rethink. Understanding Your Unconscious Bias Sui Lang L. Panoke The Racial Crisis in America Dr. William Smith

Elevate U Diversity and Inclusion Symposium participants get a $500 discount to Leading with Equity, Diversity, and Inclusion Certificate.

Discount coupon valid through 12/18/20.

Learn More

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Equity, Diversity, and Inclusion

Terms You Need to Know Ally: a person or group that provides assistance and support in an ongoing effort, activity, or struggle

Gender Fluid: denoting or relating to a person who does not identify themselves as having a fixed gender

Anti-Black Racism: an injurious and specific stressor that pose violent threats to the biological, psychological, physical, cultural, and social health and the associated interlocking identities of the Black person (e.g., anti-Black misogyny, anti-Black misandry, antiBlack homophobia)

Inclusion: the action or state of including or of being included within a group or structure

Black Codes: sometimes called Black Laws; were laws governing the conduct of African Americans BIPOC: an acronym that stands for Black, Indigenous, and People of Color Call-Out Culture: the practice, in social justice circles, of publicly criticizing people for violating accepted behavioral standards Discrimination: the unjust or prejudicial treatment of different categories of people or things, especially on the grounds of race, age, or sex Diversity: the practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc.

Equity: the quality of being fair and impartial

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Indigenous: according to the United Nations, the term “Indigenous People” refers to populations/cultures who had established a homeland and inhabited that area prior to colonization. This is why the Permanent Forum is legally named “The Indigenous Peoples Permanent Forum” Interpersonal Discrimination: targeted (and often repeated) behaviors directed toward a person based on their membership in a stigmatized group Jim Crow Laws: state and local laws that enforced racial segregation in the Southern United States John Henryism: oping in unrealistic circumstances for a short life span, which explains why African American men tend to have a shorter life-span than other groups Juneteenth: the oldest nationally celebrated holiday, on June 19th, commemorating the end of slavery in the United States in 1865 LGBT: an initialism that stands for lesbian, gay, bisexual, and transgender

New Jim Crow: rebirth of a caste-like system in the United States, one that has resulted in millions of African Americans locked behind bars and then relegated to permanent second-class status—denied the very rights supposedly won in the Civil Rights Movement Racial Battle Fatigue: the result of psychological, emotional, and physiological stress overload from specific race-related relationships between a racially marginalized/ oppressed individual (or group) and their environment Racially Fluid: the idea that race is not permanent and fixed, but rather imprecise and variable Racial Microaggressions: brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults towards people of color

must be developed a group of health workers who could be called ‘Street Therapists.’

They might or might not be holders of high academic degrees. The role of the street individuals in the ghetto as well as to help poor therapists would be to conduct supportiverelationship treatment, especially for key citizens change institutional processes that work now to damage their emotions. Thus, the street therapist functionally might be seeing a leading community organizer. The relationship between them would be described sometimes as a teacher, friend, therapist” (p. 279).

Pierce, C. M. (1970). Offensive mechanisms. In F. B. Barbour (Ed.), The Black seventies, 265– 82. Boston: Porter Sargent.

Systemic Racism: a form of racism that is embedded as a normal practice within society or an organization

Racial Oppression: the combination of racial prejudice and institutional power which creates a system that discriminates against some racial groups (often called “target groups”) and benefits another group in power (often called “dominant groups”) Repression: the action of subduing someone or something by force Resilience: the capacity to recover quickly from difficulties; toughness Street Therapist: according to Dr. Chester Pierce (1970), a Harvard psychiatrist, “there

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Upcoming Elevate U Symposiums

Women’s Symposium March 30, 2021 In Person or Online In Person Price: $299 $249 (early bird) Online Price: $99

ElevateUtahWomen.com

Ethics Symposium September 21, 2021 Online

Diversity and Inclusion Symposium November 18, 2021 Online

ExecEd.Utah.edu | 801-587-7273 | ExecEd@Utah.edu

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ExecEd.Eccles.Utah.edu 801-587-7273 ExecEd@Utah.edu

Robert H. and Katharine B. Garff Building, Suite 4340 1731 E. Campus Center Drive Salt Lake City, Utah 84112

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