1. TEXT SOCIALJUSTICE (all 1 word)
To (then, reply with your )
For a link to get an electronic version of the handout
AND, all Kathy’s handouts from other sessions

2. Beyond Diversity Programs: Multicultural Organizational Development
Jamie Washington, Ph.D., M.Div.,
Washington Consulting Group
Kathy Obear, Ed.D.,
Center for Transformation & Change
Vernon Wall, M.S.
One Better World Consulting

3. TEXT SOCIALJUSTICE (all 1 word)
To (then, reply with your )
For a link to get an electronic version of the handout
AND, all Kathy’s handouts from other sessions

4. Session Outcomes
(Begin to) Assess 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

5. Building our Learning Community
Go greet 5+ people, especially anyone you do not work with …. until you hear the chime!

6. Building our Learning Community
Introduce yourself AND
What’s a source of your PASSION, COMMITMENT to create inclusive, socially justice communities
and organizations?

8. Adams, Bell and Griffin (2007) define social justice as both a process and a goal. "The goal of social justice is full and equal participation of all groups in a society that is mutually shaped to meet their needs. Social justice includes a vision of society that is equitable and all members are physically and psychologically safe and secure.”
*Adams, M., Bell, L. A., & Griffin, P. (Eds.). (2007). Teaching for diversity and social justice: A sourcebook (2nd ed.). New York, NY: Routledge.

9. Scale 0-10: 0 = not at all; 10 = completely
How welcoming, inclusive, and supportive is your organizational culture and climate of the success of ALL members of the organization?

12. Multicultural Organizational Development (MCOD)
Theory and Practice
Dr. Rita Hardiman
Dr. Evangelina Holvino
Dr. Bailey Jackson

13. MCOD Goals* Eliminate exclusion and inequity
Recognize, value, and maximize the benefits of social diversity AND
Create/revise policies, programs, and services to meet the needs and support the success of the increasing diversity within your organization.
(Prepare others to be effective leaders)
* Jackson & Hardiman (1994)

14. A Multicultural Organization (Inclusive Organization) Jackson, Hardiman, and Holvino, pg. 1
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 populations
5. Acts on its commitment to eliminate all forms of exclusion/discrimination within the organization, including racism, sexism, heterosexism, ageism, classism, disability oppression, religious oppression, etc.
6. Follows through on broader social and environmental responsibilities

15. Jackson/Hardiman MCOD Continuum*
Monocultural Non-Discrimination Multicultural
Exclusionary
Club
Compliance
Affirming
Redefining
Multicultural/
Inclusive
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 2005

16. 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!
Pages 2-3

17. 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!

18. 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

19. In your group of 3: Each choose a stage: either 2, 3, or 4
Individually, review your Stage indicators on page 2-3
Take notes
Be prepared to “teach” your stage to your partners

20. In your mixed Stage Group
Share common patterns and 1-2 examples of your assigned Stage
Stage 2: The Club
Stage 3: The Compliance Organization
Stage 4: The Affirming Organization
b. How is this Stage different from the one before, and the one following?

21. Jackson/Hardiman MCOD Continuum*
Monocultural Non-Discrimination Multicultural
Exclusionary
Club
Compliance
Affirming
Redefining
Multicultural/
Inclusive
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 2005

23. What would leaders and staff be doing/feeling at Stage 5/6 ~ when equity, inclusion, and social justice are operating principles in everything we do?

24. Indicators of an Inclusive Organization
Individually, review and note on pgs. 4-6
(√) What is already in place in your department/unit?
(*) What Indicators would be easy to implement?
Review several:
A: Leadership
B: Planning and Decision-making
D: Recruitment/Hiring

26. Jackson/Hardiman MCOD Continuum*
Monocultural Non-Discrimination Multicultural
Exclusionary
Club
Compliance
Affirming
Redefining
Multicultural/
Inclusive
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 2005

27. Where is Your Organization?
In a moment, I will ask each of you to come move to the Stage that you feel best describes the current state of your department or organization.
Remember, we all may see organizational dynamics from different perspectives; so all voices are important to seriously consider.

28. Jackson/Hardiman MCOD Continuum*
Monocultural Non-Discrimination Multicultural
Exclusionary
Club
Compliance
Affirming
Redefining
Multicultural/
Inclusive
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 2005

33. Steps to Strategic Organizational Change, pg. 1
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)

36. 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 privileged and marginalized groups in the organization and in the community * “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 activities 8. Evaluate progress and revise Strategic Plan and activities as needed

40. Identifying Possible Next Steps, pgs. 7-12
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 (dash -)
Next steps (star *)
*Then review the Stages before and after using the same symbols.

41. Identifying Possible Next Steps
Directions: Start at the MCOD Stage you have chosen that best reflects the current state of your organization.
Stage 1/Exclusionary – pg. 7-8
Stage 2/The Club – pg. 8-9
Stage 3/Compliance – pg. 9-10
Stage 4/Affirming – pg
Stage 5/Redefining – pg. 12

42. Identifying Possible Next Steps, pgs. 7-12
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 (dash -)
Next steps (star *)
*Then review the Stages before and after using the same symbols.

44. In your small group, discuss what you think is: - Already in place (check-off √) - In the planning stages (star *) - Next steps (dash -)

45. What was the impact of discussing possible next steps?
Which ones seem reasonable and possible?
What organizational structures are already in place to facilitate implementing these types of strategic actions?

46. Identify as many groups as you can imagine:
Use an Inclusion Lens to Analyze Policies, Programs, Services, and Procedures
Identify as many groups as you can imagine:
What groups might be unintentionally impacted by this decision?
Or experience extra hurdles? Barriers?

47. It is Wednesday afternoon, and your manager calls for a mandatory meeting Friday morning at 7:15 am.
You are considering sponsoring a service learning trip in Honduras.

48. Differences That Make A Difference
Job function
Marital/Relationship Status
National origin
Parental Status
Race
Religion/spirituality
Sex
Sexual orientation
Size/appearance
Skin color; phenotype
Veteran Status
Working style
Years of experience
Others?
Age
Athleticism
Criminal Background
Disability Status
Economic class
Educational level
English Literacy
Ethnicity/culture
Family status
Gender identity/expression
Geographic region
Hierarchical level
Immigration status

49. Using an Inclusion Lens in Decision-Making
1. Do we have the full breadth … at the table? 2. Does process seriously consider the input from… 3. How might our unconscious attitudes and assumptions about ____ be playing out… 4. What could be the impact … 5. How might this inadvertently advantage, disadvantage… 6. How can we make this process, program more inclusive…

53. This is the “New Normal!”

55. TEXT SOCIALJUSTICE (all 1 word)
To (then, reply with your )
For a link to get an electronic version of the handout
AND, all Kathy’s handouts from other sessions