1. 12:36 (1MIN0
Bienvenidos

2. PURPOSE OF MEETING
Hold space for authentic conversations that contextualize racial justice within our organization and its work.
Use the MCOD tool to look into our organizational culture and staff climate with a racial equity lens.
Consider next steps and strategies to intentionally further diversity, inclusion and equity in our organization and its work.
12:37 (1 MIN)

3. 12:45 (5 MIN)

4. Listen enough to be transformed by what you hear
Use I statements
Listen enough to be transformed by what you hear
Be fully present in mind, body and heart
Practice self regulation: step in, step back or even pass when you need to.
Trust the process and assume positive intentions
What is said here stays here,
What is learned here leaves here
Everyone a Learner, Everyone a Teacher
12:38 (1 MIN)

5. Starting the conversation: Understanding Inclusion
Write on a
What no one should ever experience in this organization?
What does everyone deserve to experience in this organization?
12:39 (6 MIN)
Put your sticky notes on the corresponding chart paper
Read through all sticky notes and ask participants for what stands out for them, what patterns do they recognize?
Read through what no one should ever experience and ask participants What stands ot for them? What patterns they notice? [harvest some answers] Ask them how does such a context made them feel? Even while just reading these. [Record feelings in fipchart]
Read through what no everyone should experience and ask participants What stands out for them? What patterns they notice? [harvest some answers] Ask them how does such a context made them feel? Even while just reading these. [Record feelings in fipchart]
Emphasize that oftern diversity, inclusion and equity are thought as abstract concepts when in reality we all have a general experience of how being included ad excluded looks like, sounds like and feels like. Remind the group to keep these examples in mind as you go through with the next activities.

6. What words stand out for you?
ORGANIZATION LOGO
ORGANIZATION MISSION
What words stand out for you?
Who benefits from us living up to our mission?
Who suffers if we don’t?
Why is it important that our organization advances diversity, inclusion and equity throughout policies, practices and operations?
12:45 (2 MIN) (Gery) Dialogue in groups of 5, report back

7. FORCES OF CHANGE
U.S. projected to become a plurality nation, no single group will make up a majority.
By 2042, non-white population will increase from 37% to 57%
By 2060, Population (18 to 64) will increase by 42 million, younger ages expected to become increasingly race and ethnically diverse.
(US Census Bureau. Press Release (12/12/2012)
12;48 (1MIN)

8. FORCES OF CHANGE
In "The Business Case for Racial Equity" (2013), the Kellogg Foundation states: “research has shown that businesses with a more diverse workforce have more customers, higher revenues and profits, greater market share, less absenteeism and turnover, and a higher level of commitment to their organization” (p. 5). 
12:49 (1MIN)

9. What How Why First Seen, Heard, Experienced (Concrete)
Leadership – workforce- clients composition
services provided
multimedia materials
communicational language
space distribution at workplace
employees dress code
First Seen,
Heard,
Experienced
(Concrete)
How
Tone and format of communications
Spoken language(s)
Use of personal and common space
Everyday interactions and patterns of intra organizational communication, time management, conflict, successes, leadership, struggles, gender expectations, etc.
Mostly Unconscious Mostly Conscious
Unspoken Rules & Preferred Behaviors
12:50PM (10 MIN)
Introduce the Iceberg Model of Culture as a way to better understand the organizational culture of your institution. Explain each level briefly.
Ask participants to group by 3-5 and write a couple of examples of the current organizational culture for each level. Provide post its for these task. Remind them not to over think their examples and to be as specific as possible.
[E.g. concrete level: business casual dressing code, for the behavioral level: is the preferred form of communication, and for symbolic: diligence is a highly appreciated value in the organization]
Ask participants to stick their post its on the flipchart you had prepared before, read thorugh and group examples in dialogue with the group.
Ask the group:
Looking at our organizational culture from a lens of diversity, inclusion and equity, What are some elements that may be experienced as disinviting by disenfranchised populations in our social context? What are some elements that may be experienced as inviting by disenfranchised populations in our social contect?
Ask participants to pair share and briefly share their thought on these two questions.
Ask participants to share some of their answers with the bog group, again ask them to keep these thoughts as you continue to dig deeper in these topics.
Why
Identity, kinship, othering, race, gender, competence, innocence, worth, humanity, Nature, worldview, God, spirituality, conflict, individual, community, competition, competence, political ideologies, etc.
Values and
Beliefs
(Symbolic)
ICEBERG MODEL OF CULTURE. References: Nitza M. Hidalgo, Multicultural Teacher Introspection (2013), Indiana Department of Education – Language Minority and Migrant Program –

10. INSTITUTIONALIZED PREFERENCES
structural inequities
1:09 (1MIN)

11. Jackson/Hardiman MCOD Continuum*
Monocultural Non-Discrimination Multicultural
Exclusionary
Club
Compliance
Affirming
Redefining
Multicultural/
Inclusive
1:10 (10 min)
MCOD Continuum:
Give a short overview of the three subcategories of the MCOD continuum.
Emphasize that now the focus is on the structural level of an organization: policies and practices
Emphasize that different people can experience the organization in different ways.
Emphasize that different parts of an organization can be at different stages.
Distribute Hand outs and announce that you will look at the characteristics of every level and direct them to the page where they can follow this process.
Read slide by slide for each level, refer to its visual anchor and read through the descriptors everytime until level 4.
Have participants group by 3 and dialogue over examples of organizations in level 2,3,4.
Ask participants to share a couple of examples for each level (2,3,4) with the big group.
Introduce the concepts and practice of diversity, inclusion and equity. Emphasize it is key to understand the differences and completation of these three for both levels 5 and 6.
Read through descriptors of level 5 and 6. Emphasize them as everyday practice and not ideal destinations.
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

12. Monocultural Level 1 The exclusionary
Openly maintains the dominant 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 subordinated group members
1:15 (1min)

13. Monocultural Level 2 The Club
Traditional power, privilege and influence reinforced
Norms, policies, and procedures of dominant culture viewed as the only "right" way: "business as usual"
Dominant culture institutionalized in policies, procedures, services, etc.
“Token" members from other social identity groups allowed, 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
1:16(1 min)

14. Non-discriminatory Level 3 Compliance
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
Tolerance based approach
Efforts to change profile of workforce (at bottom of organization)
Token placements in staff positions: Must be “team players”, “qualified” and assimilate.
1:17(1 min) Read through + example Libby

15. Non-discriminatory Level 4 Affirming
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
1:18 (1 min)

16. Break into groups of 3.
Have each person in the group think of examples for an organization at stages 2,3 and 4.
Share your examples within your small group explaining what level characteristics you recognized in each particular organization.
1:19 (1min)

17. Diversity – Inclusion - Equity
All the ways in which people are both alike and different such as race, ethnicity, gender, sexual orientation, culture, religion, mental and physical ability, class, immigration status, etc.
INCLUSION
The active, intentional, and ongoing engagement with diversity in different dimmensions of the organizational culture such as: relationship building, curricula and program development, communications, decision making, amongst others.
EQUITY
The active, intentional and ongoing practice of responsively attending to the differentiated needs from diverse populations as present and relevant to the organizational culture and work.
11:20 (2min)

18. Multicultural Level 5 Redefining
Moving beyond “nondiscriminatory,” “non-oppressive”
Working to create environment that sustains and builds on the multiple skills and perspectives of a diverse workforce
Consistently questions limitations of organizational culture: mission, policies, structures, operations, services, management practices, climate, etc.
Committed to redesigning and implementing policies and practices to share leadership, and ensure the inclusion, participation, and empowerment of all members
1:22 (1min)

19. Multicultural Level 6 Equitable Organization
Sustained commitment and practice of diversity minded, intentionally inclusive and equity minded operations in the workplace and beyond
Members reflect diverse social and cultural groups throughout all levels of the institution and co-create its organizational culture as they demonstrate multicultural competencies needed to serve increasingly diverse populations
Consistently acts on its commitment to eliminate all forms of exclusion and discrimination within the organization and beyond.
Seeks, develops, and values contributions and talents from diverse members for decision making process throughout the organization
Follows through on broader social and environmental responsibilities
1:23 (1 min) Gery

20. The Club Our way or the highway!
The Exclusionary
Compliance
Affirming
The Club
No Way!
Our way or the highway!
Just because
the law says so…
We welcome
diverse candidates
Redefining
1:24 (20 min)
MCOD Line Activity –
Recognize that by now every person may have been thinking the stage that best fits the organization and that this is natural.
Recognize that you will ask them to go further in their growth zone and share the number they are thinking for the organization with the group.
Recognize that this involves a higher level of risk and therefore of growth, boh personally and for the organization.
Tell them that first you will name outloud each these stages from 1 to 6 and ask them to raise their hand at the stage that is closer to what they are initially thinking.
Proceed to do so. Thank them for sharing their perceptions with the group.
Direct their attention to pages from the Workbook.
Ask them to read through the indicators of the level they raised their hand for and check the indicators they know that are present at the organization while dashing those they know are not present or have no idea about.
Suggest them to go one level lower or one level higher once their done with their level.
Give 10 minutes to do so.
Direct the attention of participants to the areas that represent each stage around the room.
Ask them to now walk towards these area and stand there.
Recognize that this activity is asking them to go even further in ther growth and thank for doing so.
Go around the room having people clarify what stage they are standing at [it is common for people to stand in between stages, and that works well]
Now have them talk to other folks at ther same stage: What made them stand in this stage.
Open up the conversation with the big group. Emphasize the importance of holding multiple truths and learning from these instead of trying to negate one another.
Have the group dialogue over their different experiences and with the common purpose to advance diversity, inclusion and equity in the organization.
Explicitly say it is ok to change stages if one feels so.
Read through some other perspectives and ask participants to signal if these would make them go up or lower in the line, or Read through some data from surveys and as them to signal if they would go up or down.
Ask them to stay grouped by stages and in groups of 2-5 people for the next activity.
Equitable
Organization
Purposefully learning how to bring our whole diverse selves and share decision making in the workplace.
Diversity Minded, Intentionally Inclusive
Equity Grounded
every day practice.

21. Matching Perceptions with indicators
Review pages 12 – 17
Already in place (check-off √)
Not present yet/Need to be implemented (dash -)
(slide available for practice session no need of time during presentation)

22. MOVING FORWARD 1
In your groups and with the worksheet provided work through agreeing on the following:
Most Feasible: easily implemented and most immediate sense of improvement.
Most Important: need more deliberation or implies a longer process but provides a long term and needed change.
1:45pm (10 min)
MOVE FORWARD 1 (Organizations that have not yet developed recommendations for their strategic plan):
In groups of 2-5 people have them agree on two indicators from the level they have identified as predominant for the organization. One of the indicators should be something that is easily to be implemented and that can give the organizations a motivating push to keep on moving forward. A second indicator should be something that is crucial while require more deliberation, investment, etc.
Have them write these in the handout provided. Give them close to 10 minutes for this task and regularly check in with them to monitor their progress.
Debrief with the group about the process: How did this activity go? What was easy? What was hard? What needs to happen now? (make sure someone takes notes of suggestions of what needs to happen now as well as collect all handouts from this activity to inform further actions in the organization)

23. Equity and inclusion as everyday practice
We are the leaders we
have been waiting for.
~June Jordan
1:55 PM Remind participants that if they have questions we both will be around to answer these when they pair up later today
Thanks Gracias