(DEI) Work Alfredo Hernandez Equity Officer Michigan Department of - - PowerPoint PPT Presentation

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(DEI) Work Alfredo Hernandez Equity Officer Michigan Department of - - PowerPoint PPT Presentation

Feb 22, 2024 399 likes •971 views

An Intro to Diversity, Equity and Inclusion (DEI) Work Alfredo Hernandez Equity Officer Michigan Department of Civil Rights (MDCR) Todays Objectives Introduce MDCRs Internal Racial Equity Initiative purpose and mission DEI

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An Intro to Diversity, Equity and Inclusion (DEI) Work

Alfredo Hernandez –Equity Officer –Michigan Department of Civil Rights (MDCR)

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DEI work Language – systems thinking, strategies based on an understanding of root causes

Today’s Objectives  Introduce MDCR’s Internal Racial Equity Initiative – purpose and mission  Introduce MDCR’s DEI training solutions – through experiential learning – and the level of commitment required to create and sustain DEI  Introduce post training next steps  Q&A

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Who am I? An introduction

Alfredo Hernandez  I cook all the time and 90% of the time I cook Japanese food  I have visited Japan more than 20 times and speak conversational Japanese  皆さん, よろしくお願いします. わたしのなまえ は アルフレドです. 日本語が少し話せます, で もまだじょうずじゃありません. はじめまして.  My mother is half Dutch  I only listened to Rock and Roll for the first 20 years

  • f my life

PROMOTING AWARENESS AND INTENTIONALITY

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Internal Initiative Exploring and Understanding Implicit Bias Building Internal Capacity by Increasing Cultural Competence A LOOK AT THE INTERNAL WORK  Training a core team – agents of change – made up of representatives from every unit and division of MDCR.  50+ hours of racial equity training to the core team.  Developing a common language and systems thinking approaches  Raising levels of racial consciousness and cultural competence  Developing a capacity building plan and organizational structure to institutionalize equity  Providing training, resources and tools to advance equity within state agencies and local jurisdictions.

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Where does DEI work begin?

Understanding Root Causes Sample of DEI Training Solution

Culture: a way of life that shapes how we experience our experiences How do your implicit bias impact you, the work you do and the people you serve?

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DEI Work Flow Creating a common language through clear definitions

maximize clarity to engage in meaningful dialogue through clear and concise definitions

Adapted from: “Challenging Racism Systematically” Applied Research Center

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Definition the Terms What is Racial Equity? The systemic fair treatment of people of all races and ethnic backgrounds that produce equitable access to opportunities for all

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Racially Equity? 2019

6% 6% 6% 6% 0% 1% 2% 3% 4% 5% 6% 7%

Whites Blacks Hispanics Asians

Unemployment/Incarceration/…

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MDCR Enforcement Division

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MDCR Enforcement Division

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Definition the Terms Equality Equity Not synonyms

Equality=Sameness

Giving everyone the same thing → It only works if everyone starts at the same place

Equity=Fairness

We must first ensure equity before we can enjoy equality

Adapted from: “Challenging Racism Systematically” Applied Research Center

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Definition the Terms Diversity Inclusion Not synonyms Diversity: the state of having people who are of different races or cultures in a group. Inclusion: the state of being incorporated within a group.

Inclusion is not a natural consequence of diversity.

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Definition of the Terms Prejudice Racism Not synonyms Prejudice is a preconceived judgment or opinion, usually based on limited information. Racism is a system of advantage based on race.

Adapted from: “Why Do All the Black Kids Sit Together in the Cafeteria?” by Dr. Beverly Daniel Tatum

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Promoting Systems Thinking System of Advantage Prejudice + power = system of advantage

System: connected parts forming a complex whole Power: access to social, cultural and economic resources and decision making. Power is guided and sustained through dominant narratives

Adapted from: “Why Do All the Black Kids Sit Together in the Cafeteria?” by Dr. Beverly Daniel Tatum

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Prejudice + Power =

System of Advantage Power is guided and sustained through dominant narratives

Gender prejudice + power = sexism

Dominant Narrative:

We are all the same, regardless of sex or gender. Sexism is a thing of the past – at times women are at least a big part of the problem.

System: connected parts forming a complex whole Power: access to social, cultural and economic resources and decision making

Adapted from: “Why Do All the Black Kids Sit Together in the Cafeteria?” by Dr. Beverly Daniel Tatum

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Prejudice + Power =

System of Advantage Power is guided and sustained through dominant narratives

Class prejudice + power = classism

Dominant Narrative:

Those who are poor have not worked hard enough

System: connected parts forming a complex whole Power: access to social, cultural and economic resources and decision making

Adapted from: “Why Do All the Black Kids Sit Together in the Cafeteria?” by Dr. Beverly Daniel Tatum

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Prejudice + Power =

System of Advantage Power is guided and sustained through dominant narratives

Sexual orientation, age, ability, weight, etc.

Dominant Narrative: System: connected parts forming a complex whole Power: access to social, cultural and economic resources and decision making

Adapted from: “Why Do All the Black Kids Sit Together in the Cafeteria?” by Dr. Beverly Daniel Tatum

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System of Advantage

This one is difficult to accept and/or recognize even when the equation (prejudice + power) is the same

Racial prejudice + power = racism

Dominant Narrative:

We are post-racial, we don’t see color, we are all the same, I only see humans, talking about race is the problem

System: connected parts forming a complex whole Power: access to social, cultural and economic resources and decision making

Adapted from: “Why Do All the Black Kids Sit Together in the Cafeteria?” by Dr. Beverly Daniel Tatum

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A Strategy for Increasing Allies and Minimizing the Resistance

Traditional Away from blame/shame

Cause: who is a racist?

  • what is causing racial inequities?

Effects: good intention - impact of my actions Response: sense of guilt - empowered sense of responsibility

Adapted from: Racial Justice Leadership, by Terry Keleher, Applied Research Center

Adapted from: Racial Justice Leadership, by Terry Keleher, Applied Research Center

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An Extensive Focus

  • n Race – why?

The impact of not talking about race

Why Should We Talk about Race?

 Race has been a principal force in building, sustaining and shifting social and political structures.  It plays a significant role—either explicitly or implicitly—in many of the decisions that we make in our personal, professional and social lives: where we live, who our children’s friends are, who our friends are, etc.  Our understanding of race has been incomplete and distorted.  A transformative dialogue on race can shine light on the structural dynamics of social and economic disparities.  When we start with race, we start from the bottom of social disparity – hence we are building equity for all when we work on racial equity.

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A Root Cause Analysis

  • f Implicit Bias

(overt discrimination –no longer the main problem) What shapes and sustains implicit bias and cognitive dissonance?

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KIRWAN INSTITUTE

  • 1. Human nature predisposes us to be biased
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  • 2. We live in a polarized society where we receive repetitive
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90% unconscious bias

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Repetitive messages shape perception of reality

90% unconscious bias

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Social Psychological Perspectives on the Legitimation of Social Inequality – John Dovidio 2013

Internalized Privilege

absorb positive messages

Internalized Oppression

absorb negative messages

90% unconscious bias

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The Evolution of Intergroup Bias: Perceptions and Attitudes – Rhesus Macaques - 2011

Our Brain Prefers to Relax

  • Cognitive Scripts
  • Primed to focus on certain things

and fill in gaps

  • Influenced by repetitive messages
  • Messages shape behavior and

responses

90% unconscious bias

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Cognitive Scripts

For the following slides, say out loud the color that you see. Do not worry about the letters, just say the color.

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xybts

90% unconscious bias

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xybts

90% unconscious bias

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xybts

90% unconscious bias

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xybts

90% unconscious bias

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xybts

90% unconscious bias

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xybts

90% unconscious bias

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Cognitive Scripts

For the following slides, say out loud the color that you see. Do not worry about the letters, just say the color.

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YELLOW

90% unconscious bias

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GREEN

90% unconscious bias

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PURPLE

90% unconscious bias

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ORANGE

90% unconscious bias

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RED

90% unconscious bias

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BLUE

90% unconscious bias

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Aoccdrnig to a rscheearch at Cmabrigde Uinervtisy, it deosn't mttaer in waht oredr the ltteers in a wrod are, the olny iprmoetnt tihng is taht the frist and lsat ltteer be at the rghit pclae. The rset can be a toatl mses and you can sitll raed it wouthit porbelm.

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TOP

90% unconscious bias

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Cognitive Script Exercise

90% unconscious bias

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90% unconscious bias

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We pull from our basket of knowledge

Denmark comes to mind over Democratic Republic of the Congo, Djibouti, Dominica, Dominican Republic, or Democratic People’s Republic of Korea (North Korea) Kangaroo comes to mind far more than kiwi, koala, kestrel, killdeer, Komodo dragon, kookaburra, kingsnake, katydid, etc. Fruits that start with “O” – Olive, Oranges, Ogeechee Limes, Oval Kumquat

90% unconscious bias

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Beverly Daniel Tatum, PH.D

Unconscious racial biases Unconscious racialized behavior Dissonance between our conscious and unconscious values

Racialized society Mindless cognitive scripts impact behavior Hardwired to form bias

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The Kirwan Institute for the Study of Race and Ethnicity

90% unconscious bias

The Good News Biases are malleable and can be unlearned It involves the construction of new mental associations Breaking of a habit requires attention, intention, and time

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DEI Training Solutions

self awareness through cultural consciousness  Help organizations develop a strategy for meaningful change through an understanding of root causes  Promote reflection and introspection on the ways dominant narratives and the spaces we occupy influence how we experience our experiences  Provide tangible tools to review internal processes, levels of cultural competency and desired interpersonal and structural change

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Strategies rooted in systems thinking A Racial Equity Lens

Result Based Accountability (RBA) Targeted Universalism Intercultural Development Inventory

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  • Methodology

Distinguishes between change for:

  • 1. The population or

whole community

  • 2. The performance of

programs, services, agencies, systems and initiatives

Begin with the end in mind and work backwards to means Use data to inform decision-making that ultimately impacts population Measure, monitor and evaluate progress

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IDI

Identifying the gap between perceived actions and actual procedures Elevating cultural knowledge through racial consciousness.

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Increasing racial consciousness through cultural competency – foundation for transformation and measuring growth

Normal distribution" (where "100" represents the mean average) is Denial = 3.05%, Polarization = 15.55%, Minimization = 66.25%, Acceptance = 14.65%, Adaptation = 1.55%

IDC฀ Continuum฀ Distribution฀

Minimization Polarization Acceptance Denial Adaptation

Monocultural Stages฀ Intercultural Stages

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Q&A Equity is founded in awareness. The steps for implementation - operationalizing equity – are guided through cultural competency and racially conscious approaches How does implicit bias impact you, the work you do, the people you serve?