1. Growth Mindset May Dialogue Session Wednesday, May 29, 2019
To view :
Wednesday, May 29, 2019
12:15 – 1:15pm
Mudd Hall, Room 203
Prior Dialogue Sessions and Resources can be found at

2. Agenda Welcome & Overview – Terese Ground Rules – Disha
Re-cap – Kimberly
Exercise – All
Define Growth Mindset – Toni
Watch TED Talk on Growth Mindset
Debrief
Adjourn (1:05 pm)
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3. “Working to change an [organization’s] diversity culture is not something that is achieved by a single individual or by proclaiming certain goals on a mission statement; it is a collective, moral responsibility for which we are all, ultimately, accountable.”
-- (C. Stanley, 2016)

4. Ground Rules Participatory Use “I” Statements Respect
One voice, all ears
Suspend judgment
Seek to Understand
Confidentiality
Introduce ground rules Ask for feedback Refer back to ground rules as needed
This is a participatory workshop that is intended to help guide all participants to better understanding and to address difficult issues.
Use of “I” Statements When a member of the community speaks of personal experience or feelings, it is of utmost importance that he/she uses the “I” statement. Facilitators should encourage the participant to take responsibility for his/her own experience
Respect. Though this term is used widely, “respect” means different things to different people. Facilitators should ask their team what respect means to them.
One voice, all ears. When one person speaks, everyone else listens.
Suspend judgment
Seek to understand
Confidentiality. Each participant within the community needs to feel that he/she can trust that what is shared with peers will not be shared outside of the group. Though participants are encouraged to discuss what they have learned and share reflections on conversations, it is important to keep names and individual experiences private.

5. Re-cap
Implicit Bias
Microaggresssions
Allyship

6. Everyone Has Many Identities
Age
Gender
Religious or spiritual affiliation
Sexual orientation
Race/ethnicity
Socioeconomic status
Some identities are visible (like race or assumed gender)
Other identities are internalized and are not always easy to see (like a disability, socioeconomic status or education level

7. “Implicit Bias refers to the attitudes or stereotypes that affect our
understanding, actions, and
decisions in an unconscious manner.”
(The Kirwan Institute for the Study of Race and Ethnicity at Ohio State)

8. (Dovidio and Gaertner 2002; Sue 2003).
What are Microaggressions?
“Microaggressions are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership.”
Psychology Today
“Like the implicit biases from which they flow, microaggressions are particularly
insidious because they are generally committed by agents who consciously regard themselves as committed to egalitarian and progressive values”
(Dovidio and Gaertner 2002; Sue 2003).
Racial Microaggressions: • A White man or woman clutches their purse or checks their wallet as a Black or Latino man approaches or passes them. (Hidden message: You and your group are criminals.). • An Asian American, born and raised in the United States, is complimented for speaking "good English." (Hidden message: You are not a true American. You are a perpetual foreigner in your own country.) • A Black couple is seated at a table in the restaurant next to the kitchen despite there being other empty and more desirable tables located at the front. (Hidden message: You are a second-class citizen and undeserving of first-class treatment.)
Gender Microaggressions: • An assertive female manager is labeled as a "bitch," while her male counterpart is described as "a forceful leader." (Hidden message: Women should be passive and allow men to be the decision makers.) • A female physician wearing a stethoscope is mistaken as a nurse. (Hidden message: Women should occupy nurturing and not decision-making roles. Women are less capable than men). • Whistles or catcalls are heard from men as a woman walks down the street. (Hidden message: Your body/appearance is for the enjoyment of men. You are a sex object.)
Sexual Orientation Microaggressions: • A Young person uses the term "gay" to describe a movie that she didn't like. (Hidden message: Being gay is associated with negative and undesirable characteristics.) • A lesbian client in therapy reluctantly discloses her sexual orientation to a straight therapist by stating she is "into women." The therapist indicates he is not shocked by the disclosure because he once had a client who was "into dogs." (Hidden message: Same-sex attraction is abnormal and deviant.) • Two gay men hold hands in public and are told not to flaunt their sexuality. (Hidden message: Same-sex displays of affection are abnormal and offensive. Keep it private and to yourselves.)
Microaggressions can be based upon any group that is marginalized in this society. Religion, disability, and social class may also reflect the manifestation of microaggressions. Some of these examples include the following.
• When bargaining over the price of an item, a store owner says to a customer, "Don't try to Jew me down." (Hidden message: Jews are stingy and money-grubbing.)  • A blind man reports that people often raise their voices when speaking to him. He responds by saying, "Please don't raise your voice; I can hear you perfectly well." (Hidden message: A person with a disability is defined as lesser in all aspects of physical and mental functioning).  • The outfit worn by a TV reality-show mom is described as "classless and trashy." (Hidden message: Lower-class people are tasteless and unsophisticated.)

9. What is Allyship? TO BE AN ALLY IS TO...
A - Always center on the impacted
L - Listen and learn from the oppressed
L - Leverage your privilege 
Y - Yield the floor
Spark4Community.com
TO BE AN ALLY IS TO...
Take on the struggle as your own.
Stand up, even when you feel scared.
Transfer the benefits of your privilege to those who lack it.
Acknowledge that while you, too, feel pain, the conversation is not about you.
Guide to Allyship
Racial Microaggressions: • A White man or woman clutches their purse or checks their wallet as a Black or Latino man approaches or passes them. (Hidden message: You and your group are criminals.). • An Asian American, born and raised in the United States, is complimented for speaking "good English." (Hidden message: You are not a true American. You are a perpetual foreigner in your own country.) • A Black couple is seated at a table in the restaurant next to the kitchen despite there being other empty and more desirable tables located at the front. (Hidden message: You are a second-class citizen and undeserving of first-class treatment.)
Gender Microaggressions: • An assertive female manager is labeled as a "bitch," while her male counterpart is described as "a forceful leader." (Hidden message: Women should be passive and allow men to be the decision makers.) • A female physician wearing a stethoscope is mistaken as a nurse. (Hidden message: Women should occupy nurturing and not decision-making roles. Women are less capable than men). • Whistles or catcalls are heard from men as a woman walks down the street. (Hidden message: Your body/appearance is for the enjoyment of men. You are a sex object.)
Sexual Orientation Microaggressions: • A Young person uses the term "gay" to describe a movie that she didn't like. (Hidden message: Being gay is associated with negative and undesirable characteristics.) • A lesbian client in therapy reluctantly discloses her sexual orientation to a straight therapist by stating she is "into women." The therapist indicates he is not shocked by the disclosure because he once had a client who was "into dogs." (Hidden message: Same-sex attraction is abnormal and deviant.) • Two gay men hold hands in public and are told not to flaunt their sexuality. (Hidden message: Same-sex displays of affection are abnormal and offensive. Keep it private and to yourselves.)
Microaggressions can be based upon any group that is marginalized in this society. Religion, disability, and social class may also reflect the manifestation of microaggressions. Some of these examples include the following.
• When bargaining over the price of an item, a store owner says to a customer, "Don't try to Jew me down." (Hidden message: Jews are stingy and money-grubbing.)  • A blind man reports that people often raise their voices when speaking to him. He responds by saying, "Please don't raise your voice; I can hear you perfectly well." (Hidden message: A person with a disability is defined as lesser in all aspects of physical and mental functioning).  • The outfit worn by a TV reality-show mom is described as "classless and trashy." (Hidden message: Lower-class people are tasteless and unsophisticated.)

10. What is growth mindset?
Growth mindset is both the belief that skills and abilities can be improved, and that developing your skills and abilities is the purpose of the work you do. A culture that fosters a growth mindset, then, is a culture in which all employees are seen as possessing potential, are encouraged to develop, and are acknowledged and rewarded for improvement.

11. Figuring Out the Mindset I’m In
Growth mindset
What do I need to be open to in order to change?
Where can I find help?
Fixed mindset
What assumptions am I making?
Growth Mindset is feedforward
Using feedback as a way forward

12. Think-Pair-Share Exercise
Consider one mistake that you’ve made.
How did that make you feel?
What would you do differently today?
Think-Pair-Share

13. What is my mindset? http://blog.mindsetworks.com/what-s-my-mindset
Goal
Reality
Obstacle(s)
Way forward
G.R.O.W.
Growth Mindset is feedforward
Using feedback as a way forward
You, me, and the relationship between us
What assumptions am I making?
Fixed mindset
What do I need to be open to in order to change?
Growth mindset
Where can I find help?

14. Setting S.M.A.R.T. Goals
Example: I will attend all Dornsife Ted Talks next academic year and regularly use at least one skill learned from each session in my professional role.

15. The Power of Believing That You Can Approve
TED Talk:
The Power of Believing That You Can Approve
Carol Dweck researches “growth mindset” — the idea that we can grow our brain's capacity to learn and to solve problems. In this talk, she describes two ways to think about a problem that’s slightly too hard for you to solve. Are you not smart enough to solve it … or have you just not solved it yet? A great introduction to this influential field.

16. Closing Remarks
The continuous belief that improvement is possible and that failures are opportunities to learn.
A frame of mind held inside one person’s brain. 
It is possible to spot your own fixed mindset thinking and reframe into a growth orientation
You can’t expect to change a chronic, habitual mindset in a moment.

17. Resources Growth Mindset Feedback Tool https://bit.ly/2He4CQk
Reference Link to Past Presentations:

18. Thank You!