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“SESSION JOURNEY

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In this session, a discussion of the complexity of leadership and the conscientiousness required to ensure your leadership has an impact of diversity, belonging, inclusion, and equity. Offering an overview of definitions of leadership, inclusion, intentionality, and some practical reflection on methods, we will also offer the space for questions and discussion. As a takeaway, this session will include prompts to be used with our newly launched "Circles of Influence" networking groups, as well as preview themes of leadership practice which will be developed in sessions on Emotional Intelligence and Finding Your Voice later in this year's programming.

SESSION OBJECTIVES

Creating Meaning through

Leadership

Understanding Inclusivity and

How to Practice It

LEADERSHIP & LEADERSHIP IDENTITY DEVELOPMENT

✓ GRANTING ✓ CLAIMING ✓ DIFFERENT ROLES

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CURRENT & EMERGING LEADERS

✓ Based on feedback

✓ Ascribed leadership

✓ Developing new skills

✓ Joining a new community

✓ Participating politically or socially

✓ Developing new business

TRAUMA-INFORMED LEADERSHIP

✓ WHAT TRAUMA LOOKS LIKE

○ Trauma takes many forms

✓ LEADERSHIP RESPONSES

○ Both responding to trauma in your organization, but also grappling with previous trauma

✓ LONG-TERM COMMITMENT

○ Building trust within your organization is ongoing, and new trauma may emerge

“Trauma Informed Leadership is a way of understating or appreciating there is an emotional world of experiences rumbling around beneath the surface. When emotional responses are triggered in the workplace, each person responds according to the extent of their emotional scars, traumas and emotional strengths.”--Dave Tweedy, Senior Vice President of Senior Medical Associationshttps://healthadministrationdegree.usc.edu/blog/trauma-informed-leadership/

VULNERABILITY

✓ From Brene Brown:

✓ • Vulnerability – the feeling we get during times of uncertainty, risk, or emotional exposure. This includes times when we’re showing our feelings and we’re not sure what people will think and times when we really care about something and people will know that we’re sad or disappointed when it doesn’t work out.

Beginning in vulnerability and self-reflection, Dr. Angela will guide us

through how to frame and ask these questions:

Leadership Questions:*Do all members of your team feel

visible, valued, and validated?*Do you feel appreciated and

respected?

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A Message from Dr. Angela

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IDENTITIES

&

LIVED EXPERIENCES

● ABILITIES● AGE● BODY SHAPE & WEIGHT● CITIZENSHIP

● COMPLEXION & SKIN COLOR● CULTURE● EDUCATION● ETHNICITY● FAMILY DYNAMICS

● GENDER / GENDER IDENTITY● GEOGRAPHY - URBAN. SURBURBAN.

RURAL. NORTH. SOUTH. EAST. WEST.

● HAIR

● INTELLECTUAL PERSPECTIVES

● LANGUAGE / LANGUAGE PATTERNS

● LEADERSHIP / AUTHORITY● LOOKS

● NATIONAL ORIGIN ● NEURODIVERSITY● PERSONALITY● POLITICAL AFFILIATION● PROFESSIONS / JOBS

● RACE● RELIGIOUS / SPIRITUAL BELIEFS

OR NOT● SEX / SEXUALITY● SOCIOECONOMIC STATUS

The interconnected nature of social categorizations such as race, class, and gender as they apply to a given individual or group, regarded as creating

overlapping and interdependent systems of advantage or

disadvantage.

SAMPLE OF INTERSECTING IDENTITIES

Three Core Identities

Do you see me as competent?

Do you see me as a good person?

Do you see me as worthy of acceptance and belonging?

How to Ground Your Identity:

Become aware of your identity sensitivities.

Accept an array of your identies.

THE IDENTITY CONVERSATION

How to navigate feelings:

Identify hidden feelings.

Negotiate with your feelings before expressing them.

Describe feelings precisely and carefully rather than venting.

THE FEELINGS CONVERSATION

LISTEN FOR…

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• WHAT PEOPLE WANT• EMOTION• PASSION• POTENTIAL• POSSIBILITY• PROMISE• WHAT IS ALREADY WORKING

HOW INCLUSIVE IS YOUR LEADERSHIP?

● WHAT DOES YOUR UNIT LOOK LIKE?● HOW MUCH LIKE YOU ARE THE

PEOPLE IN YOUR ORGANIZATION/UNIT?

● WHO HAVE YOU HIRED?● HAVE YOU MAINTAINED

STEREOTYPES IN HIRING?● HOW MUCH EFFORT DO YOU INVEST

IN EXTENDING THE NET FOR YOUR UNIT?

● WHO DO YOU MENTOR/SPONSOR?● WHO DO YOU RECOMMEND FOR

OPPORTUNITIES?● WHO DO YOU PROMOTE?

OUTS

IDER

S

OUTLIERS

OUTCASTS

INSIDERS

1. Productivity2. Quality of work3. Self-esteem of employees4. Organizational loyalty5. Satisfaction6. Positive internal relationships between employees7. Innovation and learning8. Sense of belonging9. A welcoming and inclusive environment for all

THE ADVANTAGES OF INCLUSIVITY

THE DISADVANTAGES OF EXCLUSIVITY

1. Depression2. Anxiety3. Discouragement4. Poor physical health 5. Absenteeism6. Employee turnover7. Complaints 8. Vengeful activities9. Toxic environments throughout the organization INCLUSIVE

DIVERSITY

Representation

Measured through numbers and is

usually tracked by race, gender, sexual

identity, age, neurodiversity,

ability, education, & SES

BELONGING

All people feel welcome across

differences

Manifested in relationships conversations

physical space & written word

INCLUSION

Achieved when diverse

communities are involved in decision-making that impacts

the policies and practices of the

organization

EQUITY

Structures of power & privilege

eliminate disparities of historically

underrepresented groups

Diversity is asked to attend the party

A diversity of people feel welcomed and

comfortable going to and being at the party

A diversity of people helped to plan the

party

A diversity of people redefine what the party

entails, who has the power to plan the party, and if there should be a

party

DISRUPTIVE EDUCATIONAL EQUITY PROJECT

SOCIETAL IMPACTS

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✓ OPPORTUNITIES

✓ EMPLOYMENT

✓ SOCIOECONOMIC STATUS

✓ HOUSING

✓ EDUCATION

✓ INTERACTION WITH ALL OTHER PILLARS OF SOCIETY

✓ INDIVIDUALS

✓ FAMILIES

✓ COMMUNITIES

The three questions propel us to forward-thinking and change-making:

✓ What will be your legacy?

✓ What will be said of you?

✓ What type of leader will you be?

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DBIE is an ongoing practice; it is not a single

final goal

Intent vs. impact: Why Cognitive Bias and Communication Strategies Make this Difficult

Questions of Intent✓ Philosopher Judith Lichtenberg points out that

racism continues to function because the privileged cannot differentiate between “racism in the head” and ”racism in the world”

✓ Identity✓ “What they are”✓ “Oh, I didn’t mean to hit you! That was never

my intent! I was simply trying to throw the Frisbee to my friend over there!”

✓ “I’m sorry your face got in the way of my Frisbee! I never intended to hit you.”○ https://everydayfeminism.com/2013/07/intentions-dont-really-matter/

Issues of Impact✓ Structures and Systems ✓ Effect on the marginalized is prioritized✓ Assessed by what you do✓ If you act in a way that is

transphobic/sexist/misogynist/heterosexist, you CAN fix it and learn from the mistakes in action

✓ “I’m sorry I didn’t see you and hurt your face with my frisbee!”○ https://blogs.scientificamerican.com/psysociety/e2809cbut-i-didne28099t-mean-

ite2809d-why-ite28099s-so-hard-to-prioritize-impacts-over-intents/

INTENT IS NOT THE SAME AS IMPACT

CIRCLES OF INFLUENCE

To discuss with your circle:

Identify a specific practice you personally can take responsibility for to improve inclusion in your organization. Whether that organization

is your family, your church community, or your business, what is the first concrete step you can take to promote diversity, belonging,

inclusion and equity?

EMOTIONAL INTELLIGENCE & FINDING YOUR VOICE

This spring we will follow up

Focusing on how finding our voices can be a practice of

belonging!

CONNECT

RESPECT

REFLECT

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For following up, a handout will be available on the Women’s Leadership Network Website:

https://uca.edu/outreach/women/

HANDOUTS

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