Come talk to Jamie or Kathy if you would like us to email you an 18 point font version of the handout and/or the PowerPoint to use in this session.

Come talk to Jamie or Kathy if

you would like us to email you

an 18 point font version of the

handout and/or the PowerPoint

to use in this session.

Creating Social Justice in Organizations:

Dismantling Institutional Classism and Racism

Rev. Jamie Washington, Ph.D.Social Justice Training Institute

Kathy Obear, Ed. D.Social Justice Training Institute

Rev. Jamie Washington, Ph.D.Social Justice Training Institute

Kathy Obear, Ed. D.Social Justice Training Institute

Session Outcomes

Assess (begin to) your department, overall organization….

Review a model to achieve social justice and social diversity (Jackson & Hardiman; Jackson & Holvino)

Share best practices and lessons learned

Consider your next steps

Building our Learning Community

1. Go greet 5 people, and sit down with someone you don’t know well.

2. AND introduce yourself AND

3. What’s a source of your PASSION, COMMITMENT to create inclusive, socially justice communities?

A Multicultural Organization (Inclusive Organization)Jackson, Hardiman, and Holvino

1. Clear commitment to creating an inclusive organization

2. Seeks, develops, and values the contributions and talents of all members

3. Includes all members as active participants in decisions that shape the organization

4. Employees reflect diverse social and cultural groups throughout all levels of the organization; and demonstrate the multicultural competencies to serve the increasingly diverse student populations

5. Acts on its commitment to eliminate all forms of exclusion/discrimination within the organization, including racism, sexism, heterosexism, ageism, classism, ableism, religious oppression, etc.

6. Follows through on broader social and environmental responsibilities

Building our Learning Community

4. Describe the CURRENT STATE of your organization with respect to creating an inclusive, socially just environment for all:

*Scale of 0-10

What’s your evidence?

Creating Inclusive, Socially Just Organizations

Creating Inclusive, Socially Just Organizations

Develop and Support Privileged Group Members

Develop andSupport

Marginalized Group Members

Systemic Assessment and Organizational Change:

Policies, Procedures, Programs,Norms, Unwritten Rules…

Individual Awareness and Skill Building:

Staff, Managers, LeadersRecruitment and Access

RetentionSuccess

Reputation

Recruitment and Access RetentionSuccess

Reputation

Multicultural Organizational Development

Theory and Practice

Dr. Bailey JacksonDr. Rita Hardiman

Dr. Evangelina Holvino

MCOD Goals*

Both recognize, value and maximize the benefits of social diversity AND

Eliminate social injustices

MCOD = Social Diversity + Social Justice

* Jackson & Hardiman (1994)

MCOD Development Stage Model

Stage 1: The Exclusionary Organization Stage 2: The Club Stage 3: The Compliance Organization Stage 4: The Affirming Organization Stage 5: The Redefining Organization Stage 6: The Multicultural (Inclusive)

Organization

Exclusionary Club Compliance Affirming Redefining Multicultural/Inclusive

Monocultural Non-Discrimination Multicultural

Blatant exclusion or token presence of marginalized group members

Marginalized group members encouraged, but expected to fit in. Status quo culture

Culture, climate & system experience fundamental, sustainable change

Jackson/Hardiman MCOD Continuum*

*Jackson 2005

Stage 1: The Exclusionary Organization No way!

Stage 2: The Club Our way or the highway!

Stage 3: The Compliance Organization The letter of the law!

Stage 4: The Affirming Organization We welcome “diverse candidates.”

Stage 5: The Redefining Organization Inclusion is central to our success and daily practices!

Stage 6: The Multicultural (Inclusive) Organization We live inclusion values and practices every moment!

Stage 1: The Exclusionary Organization ~ NO WAY!

Openly maintains the privileged group’s power and privilege

Deliberately restricts membership Intentionally designed to maintain dominance of

one group over others Overt discriminatory, exclusionary, and

harassing actions go unaddressed Unsafe and dangerous environment for

marginalized group members Monocultural organization

WHAT YOU WOULD SEE HAPPENING?

1. Demographics and degree of multicultural competence of leaders, managers, and employees

2. Overall culture of the organization: morale, conflict/tension, written and unwritten rules, etc.

3. Common patterns of behaviors, attitudes, and feelings of members of dominant and subordinated groups?

4. Common practices/results/impact: decision-making, communication, recruitment, retention, professional development, supervision, programs, services, etc.

MCOD Development Stage Model

a. Identify 3+ examples of your assigned Stage

b. How is this Stage different from the one before, and the one following?

Stage 2: The Club Stage 3: The Compliance Organization Stage 4: The Affirming Organization

a.

Stage 2: “The Club” ~ Our way or the highway!

Maintains privilege of those who have traditionally held power and influence

Monocultural norms, policies, and procedures of dominant culture viewed as the only "right" way: "business as usual"

Dominant culture institutionalized in policies, procedures, services, etc.

Limited number of "token" members from other social identity groups allowed in IF they have the “right” credentials, attitudes, behaviors, etc.

Engages issues of diversity and social justice only on club member’s terms and within their comfort zone

Stage 3: The Compliance Organization ~ The letter of the law!

Committed to removing some of the discrimination inherent in the Club organization

Provides some access to some members of previously excluded groups

No change in organizational culture, mission, or structure Focus: Do not make waves, or offend/challenge dominant

group members Efforts to change profile of workforce (at bottom of

organization) Token placements in staff positions: Must be “team

players” and “qualified”* Must assimilate into organizational culture* Must not challenge the system or "rock the boat"* Must not raise issues of sexism, racism, classism,

ableism, heterosexism, religious oppression,ageism...

Stage 4: The Affirming Organization ~ We welcome “diverse candidates”.

Committed to eliminating discriminatory practices and inherent advantages

Actively recruits and promotes members of groups that have been historically denied access and opportunity

Provides support and career development opportunities to increase success and mobility

Employees encouraged to be non-oppressive ~ awareness trainings

Employees must assimilate to organizational culture

Stage 5: Redefining OrganizationInclusion is central to our success

and daily practices!

• In transition• Working to create environment that “values and

capitalizes on diversity”• Working to ensure full inclusion of multicultural workforce

to enhance growth and success of organization• Begins to question limitations of organizational culture:

mission, policies, structures, operations, services, management practices, climate, etc.

• Actively works towards developing a multicultural organization

• Committed to redesigning and implementing policies and practices to redistribute power, and ensure the inclusion, participation, and empowerment of all members

Indicators of an Inclusive Organization

Individually, review and note on pgs. 5-10

(√) What is already in place in your department/unit?

(*) What Indicators would be easy to implement?

Review several:

A: Leadership or C: Supervision

B: Planning and Decision-making

D: Recruitment/Hiring

E-I ~ 1-2 more…

Exclusionary Club Compliance Affirming Redefining Multicultural/Inclusive

Monocultural Non-Discrimination Multicultural

Blatant exclusion or token presence of marginalized group members

Marginalized group members encouraged, but expected to fit in. Status quo culture

Culture, climate & system experience fundamental, sustainable change

Jackson/Hardiman MCOD Continuum*

*Jackson 2005

Steps to Strategic Organizational Change, pg 11

1. Gain leadership commitment and support (Leadership ownership)2. Form an Inclusion Change Team 3. Clarify the vision and end state of an inclusive, socially just

organization (System readiness)4. Conduct a Comprehensive Cultural Audit to assess the current

dynamics and organizational readiness for systems change* Develop a deep understanding of the dynamics of dominant and subordinated groups in the organization and in thecommunity* “Map out” and assess the current dynamics, climate, and structures

5. Identify the “Promising Practices” used by other organizations (Benchmarking)

6. Top leaders and Inclusion Change Team analyze data from Cultural Audit and develop Strategic Plan

7. Implement strategic activities8. Evaluate progress and revise Strategic Plan and activities as

needed

Identifying Possible Next Steps, pgs. 12-18

Directions: Start at the MCOD Stage you have chosen that best reflects the current state of your organization. Review the Strategic Actions and use the following symbols:

Already in place (check-off √) In the planning stages (star *) Next steps (dash -) s

*Then review the Stages before and after using the same symbols.

ACTION PLANNING:Moving Beyond the Illusion of Inclusion

Identify 3-5 next steps for your organization

Which might you implement:1. this summer2. next fall3. longer term projects

Multicultural Competencies

1. Individually review pgs. 19-23

Check-off which competencies are an explicit part of your organization’s hiring, training/development, and accountability processes.

Star (*) any additional competencies you believe are necessary for staff in your unit to possess/demonstrate.

Diverse Community Foundations

Communities are built through building relationships of trust and commitment.

We all are doing the best we can (most of the time). We don’t know all there is to know. Just because you are, doesn’t mean you understand. Oppression is pervasive and impacts us all. Not our faults, but we must accept responsibility. Conflict and discomfort are often part of growth. Seek first, understand, then to be understood. Practice some forgiveness and letting go. Self-work, healing and self love are necessary for acceptance

of others. Acknowledge, appreciate, and celebrate progress. There are no quick fixes. Individuals and communities do grow and change. There is HOPE! We’re better together; connected soul to soul

Never Doubt

that a small group of thoughtful, committed people can change the

world.

Indeed, it’s the only thing that ever has.

-Margaret Mead

“We are the leaders we

have been waiting for.”June Jordan

For a copy of the handouts or Power Point:

[email protected]