Blue Ox Leadership Group Training - PDF

Strengthening Our Communities F E B R U ARY 9 2025 SC OT T F O S T E R “An immersive experience in personal leadership growth, through the exploration of community sectors, challenges and opportunities.” Difficult Work Talking about diversity, equity, and inclusion makes most people uncomfort...

Strengthening Our Communities F E B R U ARY 9 2025 SC OT T F O S T E R “An immersive experience in personal leadership growth, through the exploration of community sectors, challenges and opportunities.” Difficult Work Talking about diversity, equity, and inclusion makes most people uncomfortable. Understanding starts on a personal level, and then expands to include outside relationships – family, community, and workplaces. Being a leader is about knowledge, empathy, and connection. Raise your hand if:  Raise your hand if: you or anyone you know has a disability.  Raise your hand if: you or anyone you know has a disability. you or anyone you know has lived or is living below the poverty line.  Raise your hand if: you or anyone you know has a disability. you or anyone you know has lived or is living below the poverty line. you or anyone you know has served in the military.  Raise your hand if: you or anyone you know has a disability. you or anyone you know has lived or is living below the poverty line. you or anyone you know has served in the military. you or anyone you know has or had a mother. We are ALL connected to diversity, equity, and inclusion. We ALL have a responsibility to be knowledgeable about this topic. Facts: 1 in 4 Americans has a disability, whether visible or invisible. In 2023, 22.5% of people with disabilities were employed. (CDC) Facts: About 40% of Americans (approx. 120 million) will experience at least one year of poverty between ages 25 and 60. Two-thirds (66%) will receive some form of public assistance (SNAP, Medicaid, TANF) during their lifetime. Facts: About 50% of women will experience at least one year of poverty, compared to 35% of men. Women, especially single mothers, are more likely to fall into long-term poverty. Facts: Over 200,000 military service members transition to civilian life each year. PTSD prevalence among military personnel is approximately 15% Fact: This is what DEI looks like! Leading through a “DEI Lens” Diversity, Equity, Inclusion, Upward Bound, Implicit Bias, Solutions Major DEI Backlash The current rollback of DEI initiatives, much like McCarthy’s anti-communist campaigns, is rooted in the idea that certain beliefs and values (DEI and systemic change) are inherently dangerous and un-American. Equity Concerns The focus on the “D” component of DEI is wrong. We’ve been targeting demographic representation! Image this.Your boss and HR director send a mass email stating they are going to increase the number of people of color in the company by 10% and the number of women by 15% in the next three years. What do many people who look and think like me say when they hear this? The company will be reducing the number of white men over the next three years by 25%! REVERSE DISCRIMINATION! Concerns Don’t get me wrong – we need diversity. But, simply increasing the number of people of color and women is ineffective. Anything that an organization does that causes someone to feel excluded - because of some personal characteristic - is shooting itself in the foot. As a leader, if you see that certain categories of people are performing below expectations and/or and have low retention rates, it’s the canary in the coal mine - might be an indicator that they don’t feel like they belong. If you are retaining 90% of men but only 75% of women, you need to focus on equity and inclusion. Concerns Inclusion is hard to measure – it’s invisible. For example, I didn't introduce myself today by saying “hello, I'm Scott Foster and I’m healthy today.” However, if I were sick, what if I would have said “hello, I'm Scott Foster and I'm not feeling well today.” You wouldn’t notice when I’m healthy, but you would notice when I’m sick. Inclusion is invisible. Exclusion is not. We don’t acknowledge when we are being included, but we sure know when we’re not. If you’re always included, you don’t what exclusion feels like and you most likely don’t know how to fix it. Major problem? Most people in positions of power are part of the “included” group! How do you measure inclusion? By measuring exclusion. Can I talk to the Owner/President please? A female employee being passed over for a an out of town conference. Assumed she couldn’t go because she had small children at home – was never asked. During an all employee meeting your told that Martin Luther King Jr. day isn’t a real holiday. Expected to work. Examples of feeling excluded, devalued – going to leave. You are failing as a leader if you don’t acknowledge this problem. Validation of Experiences MEN: What do you do on a daily basis to prevent yourself from being sexually assaulted? Men typically say something like: “I try to stay out of prison” WOMEN: What do you do on a daily basis to prevent yourself from being sexually assaulted? Women typically say something like:  Hold keys between fingers as a potential weapon Have vehicle keys ready, look under and in the back seat before getting in Let family/friends know where you are going Don’t jog/walk/exercise alone at night Lock all windows and doors at night Watch drinks being poured Don’t drink too much alcohol Never leave a drink unattended at a party Go out with a group of friends Watch what kind of clothing you wear Make sure to have a car or cab fare to get home Don’t use public transportation Carry mace or pepper spray Avoid eye contact with men trying to get your attention  Hold keys between fingers as a potential weapon Don’t wear earbuds/headphones when Have vehicle keys ready, look under and in the back jogging/walking seat before getting in Avoid forests or wooded areas, even in the daytime Let family/friends know where you are going Avoid stairwells or elevators occupied by only one Don’t jog/walk/exercise alone at night other person who is a stranger Lock all windows and doors at night Don’t rent a first-floor apartment Watch drinks being poured Own a big dog and/or a firearm Don’t drink too much alcohol Learn self-defense techniques to protect yourself Never leave a drink unattended at a party Meet men on first dates in public places Go out with a group of friends Look out for other women – help them if they are being harassed Watch what kind of clothing you wear Don’t use highway rest areas when by yourself Make sure to have a car or cab fare to get home Install a home security system Don’t use public transportation If in a crowded space, put hands on hips and stick Carry mace or pepper spray out elbows to keep men from ‘’accidentally rubbing Avoid eye contact with men trying to get your up” against you attention Purchase automotive roadside assistance plans ▪ Make sure your phone battery is charged Be careful what you post on social media Park in well-lit areas Do not park in large parking garages Vary your route home from work/school Wear a hoodie when driving late at night to hide gender If you are being followed, make four right turns When in public, don’t say or imply that you are alone If you are staying in a hotel, if someone is behind you, walk past your room Bring an extra door lock for hotel room door Camping? Bring extra items that are typical of a man and place them around the campsite If you are being followed, drive to the nearest police station ▪ Make sure your phone battery is charged Be careful what you post on social media Park in well-lit areas Do not park in large parking garages Validate? Corroborate? Vary your route home from work/school Wear a hoodie when driving late at night to hide gender If you are being followed, make four right turns Substantiate? When in public, don’t say or imply that you are alone If you are staying in a hotel, if someone is behind you, walk past your room Authenticate? Bring an extra door lock for hotel room door Camping? Bring extra items that are typical of a man and place them around the campsite Demonstrate? If you are being followed, drive to the nearest police station “Personally, I think most of it is unfounded fear. I would like to ask those females how many of them have actually been sexually assaulted? I’d bet that most to nearly all of them would say they haven’t. So all that they are doing is letting their own unfounded fears control their life.” Male student Diversity A wide range of qualities and attributes within a group or community. A variety of perspectives. Inclusion Whereas, diversity focuses on representation (demographics), inclusion ensures that those diverse individuals are actively engaged and have a sense of belonging. They feel welcomed, valued, and respected. Organizations must train leaders and employees to recognize biases, and create an environment that respects different perspectives. Equity Acknowledge that some groups have been historically marginalized due to gender, disability, race, socioeconomic status, etc. Acknowledging everyone’s unique situation. Fairness does not mean giving everyone the exact same thing—it means giving people what they need to succeed. Equity in Action Imagine a workplace with three employees: one is fluent in English, another speaks English as a second language, and the third is visually impaired. Equality would provide all three with the same training materials. Equity in Action Imagine a workplace with three employees: one is fluent in English, another speaks English as a second language, and the third is visually impaired. Equality would provide all three with the same training materials. Equity would ensure that the non- native English speaker gets language support and the visually impaired employee gets materials in Braille or audio format. Everyone is provided with a bicycle – all are treated equally. Equity ensures that everyone has access to equal opportunity.  Our commitment to diversity, equity, and inclusion at Central Lakes College is embedded in our mission statement and values. We create opportunities for cultural enrichment, civic responsibility, and community engagement; and nurture the development and success of a diverse student body through a respectful and supportive environment. We transform lives. The Upward Bound Program provides educational services to modest income and first generation high school students to equip them in graduating from high school, enroll into a college or university, and completing their post-secondary education. Created in 1965 and funded by the US Department of Education. An estimated two million students have graduated from college with the support of programs like Upward Bound. While student financial aid programs help students overcome financial barriers to higher education, TRIO Programs help students overcome class, social and cultural barriers to higher education. July 18 – 23, 2022 Birmingham – 90 degrees September 15, 1963 1963 2022 Historically Black Colleges and Universities (HBCU) Selma 87 degrees! March 7, 1965 2022 1965 Brown Chapel AME (African Methodist-Episcopal)  Montgomery 89 degrees! End point of the March for Voting Rights from Selma – March 5, 1965 “…the arc of the moral universe is long, but it bends toward justice." Civil Disobedience MLK - January 15, 1929 SEF - January 15, 1969 MLK - January 15, 1929 SEF - January 15, 1969 MLK - B.A. Sociology SEF - B.A. Sociology MLK - January 15, 1929 SEF - January 15, 1969 MLK - B.A. Sociology SEF - B.A. Sociology MLK - Morehouse College SEF - Moore’s House MLK - January 15, 1929 SEF - January 15, 1969 MLK - B.A. Sociology SEF - B.A. Sociology MLK - Morehouse College SEF - Moore’s House MLK - Coretta Scott SEF - Scott Foster MLK - January 15, 1929 SEF - January 15, 1969 MLK - B.A. Sociology SEF - B.A. Sociology MLK - Morehouse College SEF - Moore’s House MLK - Coretta Scott SEF - Scott Foster MLK - Married June 1953 (24 yrs. old) SEF - Married June 1993 (24 yrs. old) MLK - January 15, 1929 SEF - January 15, 1969 MLK - B.A. Sociology SEF - B.A. Sociology MLK - Morehouse College SEF - Moore’s House MLK - Coretta Scott SEF - Scott Foster MLK - Married June 1953 (24 yrs. old) SEF - Married June 1993 (24 yrs. old) MLK - Assassinated April 4, 1968 MLK - January 15, 1929 SEF - January 15, 1969 MLK - B.A. Sociology SEF - B.A. Sociology MLK - Morehouse College SEF - Moore’s House MLK - Coretta Scott SEF - Scott Foster MLK - Married June 1953 (24 yrs. old) SEF - Married June 1993 (24 yrs. old) MLK - Assassinated April 4, 1968 SEF - ? There are 800 hanging steel monuments, one for each county in the United States where a racial terror lynching took place – 4,400 documented.  Duluth June 15, 1920  Duluth Brainerd June 15, 1920 July 23, 1872  Duluth Brainerd Mankato June 15, 1920 July 23, 1872 December, 26 1862 Memphis 154 degrees! Striking sanitation workers gathered on this spot in 1968  Visiting these sites helps students understand how ordinary Americans fought to uphold democracy and constitutional rights.  Visiting these sites helps students understand how ordinary Americans fought to uphold democracy and constitutional rights. Trips like this expose students to different parts of the country and deepen historical understandings. Many students in Upward Bound programs have not had the opportunity to travel beyond their local communities.  Visiting these sites helps students understand how ordinary Americans fought to uphold democracy and constitutional rights. Trips like this expose students to different parts of the country and deepen historical understandings. Many students in Upward Bound programs have not had the opportunity to travel beyond their local communities. Travel and exposure to different perspectives help students develop leadership skills, critical thinking, and empathy.  Visiting these sites helps students understand how ordinary Americans fought to uphold democracy and constitutional rights. Trips like this expose students to different parts of the country and deepen historical understandings. Many students in Upward Bound programs have not had the opportunity to travel beyond their local communities. Travel and exposure to different perspectives help students develop leadership skills, critical thinking, and empathy. If we ignore history out of fear of discomfort, we are not preparing students for the real world—we are sheltering them from it. Frustrating Recognizing past injustices does not mean I hate America— it’s about learning how the United States has worked to overcome injustices. Frustrating Recognizing past injustices does not mean I hate America— it’s about learning how the United States has worked to overcome injustices. The Civil Rights Trail is an essential part of American history, not just “Black history” or a "DEI agenda.“ Frustrating Recognizing past injustices does not mean I hate America— it’s about learning how the United States has worked to overcome injustices. The Civil Rights Trail is an essential part of American history, not just “Black history” or a "DEI agenda.“ The Upward Bound Civil Rights tour was not about making students feel guilty—it was about learning of the promises of the United States. The promises of the Constitution and making those promises a reality for all Americans. What is Bias? Let’s see if you can solve the following riddle……. Tamika Cross, MD, OBGYN “Oh no, sweetie, put your hand down, we are looking for actual physicians or nurses or some type of medical personnel, we don’t have time to talk to you.” Bias To cause or feel inclination or prejudice in favor of, or against, someone or something. They are different. Implicit biases* unconsciously shape our consistent patterns of thinking, feeling, and acting. *Implicit bias - implied though not plainly expressed Implicit Bias “An unspoken and unconscious prejudice acquired through exposure to societal wide beliefs and values.” The more we are aware of implicit biases, the better we can identify them. We all have blind spots… The key is understanding those blind spots and how they affect our day-to-day lives. We must talk about bias. White-Breasted Nuthatch Black-Capped Chickadee A concept or “thing doesn’t exist” until it is named. Words have power. By naming and defining things like implicit bias, it becomes “real.” The “blind spots” disappear. Without understanding and using such words, we’re limiting our ability to understand the world around us. Name “it” and you will start to “see it!” Implicit Bias in the Workplace Implicit bias is displayed in a variety of ways and can have a widespread impact on the wellbeing, dedication, and retention of employees. Name Bias Prejudgments made about a person based solely on their name. Hiring stage. An employer may be more willing to interview Tyler Smith than Alejandro Rodríguez or Demisha Jennings. Hints of the person’s race or ethnicity may expose implicit bias. How to Avoid: Name bias can be avoided by blocking out the names of applicants when reviewing resumes. This allows you to focus on qualifications and experience. True merit based hiring. https://www.easyllama.com/blog/unconscious-bias-in-the-workplace Affinity Bias Based on the science that people are drawn to others who are similar to themselves (ability, religion, gender, age, etc.). Common during hiring / interview process. May lead to a less diverse workplace. How to Avoid: Affinity bias can be avoided by being conscious of it and then ensuring that the workplace is a diverse and inclusive environment. https://www.easyllama.com/blog/unconscious-bias-in-the-workplace Implicit Bias, vis-a-vis Micro-Aggressions What are Micro-aggressions? Brief and commonplace verbal and behavioral indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative messages to specific persons based solely on their group membership. Micro-aggressions expose implicit biases. Treating people as “different” (devaluing) often happens in ways noticed only by the person experiencing it. A subtle shift of one's eyes away from someone. A male frequently interrupting a female colleague in a meeting. Using the word gay (i.e., stupid). He's got "balls" as a metaphor for courage. Treating people as “different” (devaluing) often happens in ways noticed only by the person experiencing it. Presidential candidate Jesse Jackson being tipped by a white woman in a hotel lobby (1984). The daily grind of feeling like you are always being judged or targeted is exhausting – physically, mentally, and emotionally. (Eric Garner) Intent vs. Impact Our implicit biases may not necessarily align with our explicit beliefs. Implicit biases are pervasive. Everyone possesses them. Implicit biases are not intentional, but what matters is the effect on the receiver. Frequent, painful, and cumulative. Leaders as Agents of Change Acknowledge the general importance of diversity, equity, and inclusion and promote implementation. Foster conditions that enable everyone to feel like they belong, are accepted, and valued. Show empathy by relating to and connecting with everyone.  We ALL deserve to belong.  We ALL deserve to be accepted.  We ALL deserve to be recognized and valued as a contributing member of society.  ONE WORD end Examples of Equity ABILITY Workplace Accessibility Equality: Every employee is expected to work in the same office environment with the same set of tools and equipment, regardless of their needs. Workplace Accessibility Equality: Every employee is expected to work in the same office environment with the same set of tools and equipment, regardless of their needs. Equity: Employees with disabilities are provided with accommodations such as wheelchair access, assistive technologies (like screen readers or voice recognition software), or modified workstations to ensure they have an equal opportunity to perform their jobs. Hiring Practices Equality: All job applicants are considered in the same way, regardless of whether they have a disability or not. Hiring Practices Equality: All job applicants are considered in the same way, regardless of whether they have a disability or not. Equity: Hiring processes include support for candidates with disabilities, such as providing accessible interview formats (e.g., sign language interpreters, extended time for assessments). In short, equity acknowledges the unique needs of individuals and provides tailored resources and support to ensure they have the same opportunities for success as everyone else. POVERTY Access to Education & Training Equality: Everyone is given the same access to educational opportunities, regardless of financial background. Access to Education & Training Equality: Everyone is given the same access to educational opportunities, regardless of financial background. Equity: Individuals from low-income backgrounds receive targeted scholarships and other financial aid to help overcome structural barriers to education. This ensures they have the same opportunities to succeed as others from more privileged backgrounds Six to One ratio! $150,000 x 6 = $900,000 Flexibility for Financial Hardships Equality: All employees have the same work hours and job expectations, regardless of their circumstances. Flexibility for Financial Hardships Equality: All employees have the same work hours and job expectations, regardless of their circumstances. Equity: Employees living in poverty may be offered flexible work hours or emergency leave to accommodate personal or financial hardships, such as childcare issues or the need to work a second job. This helps them stay in the workforce despite the additional pressures they face. In short, equity acknowledges the unique needs of students and provides tailored resources and support to ensure they have the same opportunities for success as everyone else. VETERANS Disability Compensation: Equality: Every veteran receives the same amount of compensation for their service. Disability Compensation: Equality: Every veteran receives the same amount of compensation for their service. Equity: Veterans with service-related disabilities receive additional benefits and support (such as disability pay, healthcare, and rehabilitation programs) to account for the specific challenges they face due to their service. Housing Assistance: Equality: Every veteran is given the same opportunity to apply for VA home loans. Housing Assistance: Equality: Every veteran is given the same opportunity to apply for VA home loans. Equity: Veterans from disadvantaged backgrounds or those with disabilities receive additional resources, such as grants for home modifications, to ensure they have an equal opportunity to secure stable housing. In short, equity ensures that veterans receive the support they need based on their circumstances. WOMEN Work-Life Balance Equality: All employees are offered the same work schedule and benefits. Work-Life Balance Equality: All employees are offered the same work schedule and benefits. Equity: Employers provide on-site childcare, childcare stipends, or flexible work arrangements to support working mothers, recognizing that childcare responsibilities disproportionately impact women’s careers. Parental Leave Equality: All employees receive the same amount of parental leave, regardless of their circumstances. Parental Leave Equality: All employees receive the same amount of parental leave, regardless of their circumstances. Equity: Since women are more likely to take on caregiving responsibilities, additional flexibility (such as extended maternity leave, paid family leave, or remote work options) helps ensure they have equal career opportunities. Workplace Safety Equality: Every employee follows the same workplace policies regarding behavior and safety. Workplace Safety Equality: Every employee follows the same workplace policies regarding behavior and safety. Equity: Recognizing that women experience higher rates of workplace sexual harassment, companies implement stronger harassment prevention programs, safe reporting mechanisms, and bystander training. Equity acknowledges barriers specific to women and provides targeted support to ensure fair opportunities in the workforce. Gender Bias: Applicants with male names have a 40% higher chance to be called in for an interview than their female counterparts Racial Bias: According to an article by Forbes, applicant names that appeared to be Caucasian or “European-sounding” generally have a: 75% higher likelihood to secure an interview than those with “Asian” sounding names 50% higher chance to get called in for an interview than individuals with “African American-sounding” names 25% higher likelihood to get an interview request than their counterparts with “Latino-sounding” names https://cmicglobal.com/resources/uncovering-unconscious-bias-in-workplace-hiring-practices-key-statistics-and-proven-solutions/