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Home My WebLink About09-24-21 City Commission Special Meeting Training Materialsr t + Welcome .4 ft City of Bozeman , on ana , i " .,eE(IUITY -i—PROJECT i Commissioners THE E Q L.I"' PROJECT #DeconstructingEquity Igniting the Power of Us Deconstructing E Igniting the Power of Us Presented by'Ariana Flores September 24, 2021 THE EQU ITY PROJECT #DeconstructingEquity 41 Igniting the Power of Us Today ' s Agenda ■ Welcome & facilitator introduction ■ Group agreements ■ Review the current DEI landscape ■ The equity continuum ■ Discussion of the role of government in DEI ■ Mapping your personal equity journey ■ Closing thoughts THEEQUIPY ,PROJECT #Deconstructing Equity 11yre the Power of Us About Your Facilitator Group agreements ■ Fill the space with grace ■ Practice empathy ■ Allow openness with yourself, colleagues ■ Step up, step back ■ Take care of yourself ■ Participate ! THEEOUITY PROJECT #DeconstructingEquity Check In ■ Small groups ■ Share a hope and a fear for today's session I 'm sure glad the hole isn 't in our end . . . 1 1-� THE EQU IT'Y PROJECT #DeconstructingEquity { Igniting the Power of Us ■ Term confusion ■ Hesitancy, lack of finesse to discuss EDI issues due to our social-political climate What I ■ Discomfort with centering race or having other we re equity conversations seeing ... . Not understanding the impact of bias ■ Expectation that people of color will lead this work and solve the inherent challenges related to leadership and E,I & D ■ Not everyone knows their role in EDI Diversityfatigue is a real thing + ► t p 1 f1�7 f THE EQU ITY PROJECT #DeconstructingEquity 41 Igniting the Power of Us Compassion Fatigue is the physical and mental exhaustion and emotional withdrawal experienced by those who care What is Compassion for sick or traumatized people Fatigue ? over an extended period . Apathy or indifference toward the suffering of others as the result of overexposure to tragic news stories and images and the subsequent appeals for assistance . Imposter syndrome can be defined as a collection of feelings of inadequacy that persist despite evident success. What is Imposter It makes us suffer from Syndrome ? chronic self-doubt and a sense of intellectual fraudulence that override any feelings of success or external proof of their competence. The Imposter Syndrome C6,ywv "&f" What know What I think What what I —�others know others know know THE EQU IT'Y PROJECT #DeconstructingEquity { Igniting the Power of Us How are you seeing What are compassion fatigue show up in you, at work, in others, your you community, those you serve, seeing ... etc. ? How are you seeing the diversity fatigue show up? How are you seeing imposter syndrome show up? 0 Discuss and give examples. 04; 1 ualit Divers Inclusio E uit a y a v . ._ .nstructi ng . Equality It is about sameness, level-setting and providing access. Equity It is about creating systems where everyone can thrive. People don't get the same things; they get what they need . T � o ? f r _ r C— EQUALITY 1 EQUITY LIBERATION THEEOQUIT'Y This is not a perfect depiction, but you get the point. PROJECT #DeconstructingEquity r Igniting the Power of Us I 1 / lip �e "Diversity is good. Pass it doxvii." Diversity It is about honoring the richness and beauty of the differences of all of us. Inclusion It is what we do with our diversity. Leveraging of the skills, abilities, talents and experience of everyone. Organizations can work continuously to create conditions for this to happen . THE EQU ITY PROJECT #DeconstructingEquity 41 Igniting the Power of Us *Three Filters of Inclusion Whatever diversity you leverage, it must be : • A win-win for the individual • A win-win for the organization • A win-win for the community THE EQU ITY PROJECT #DeconstructingEquity 41 Igniting the Power of Us Discuss a situation where all three filters of inclusion were met in an inclusive situation . What steps were taken to include people? What was the outcome and how did it feel ? Discuss a situation where 1 or more filters of inclusion were ignored . What was the outcome and how did it feel ? What steps could have made the situation more inclusive? THE EQu IPY PROJECT #DeconstructingEquity k Igniting the Power of Us � J 1 r E ua I it Diversit Inclusion E u ' . ._ .nstructi ng . Break Bias at Work 66 {f Conscious brain activity 9 Oo 5 YO Unconscious brain activity THE EQU ITY PROJECT #DeconstructingEquity 41 Igniting the Power of Us Biases are drivers — cognitive quirks — that influence how people perceive the world. Conscious (explicit) biases are intentional prejudices formed about What is other people and groups. Bias ? Unconscious (implicit) biases are stereotypes formed outside of awareness or intention that affect our understanding, actions and decisions. **They are influenced by socialization, experiences and human instinct. They are innate in all humans. What is a microaggression ? The term microaggression describes brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults toward marginalized people and/or their communities. Focus should be on the HOW to person toward whom the handle a aggression was made microaggression Be open to listening, but recognize that it's not the targeted person's responsibility to teach The relationship matters Calling in vs. walking away Bias isn ' t just found in Intention hearts and minds . . . vs. I m pact It appears in systems and institutions, too . Is EmiLymore Job applicants with African American—sounding names got fewer callbacks. em ploy able White names than Lakisha? Resume quality African American names � q y Researchers randomly low assigned traditionally white and African High American sounding names to identical resumes and Low discovered that it took High 50% more applications M from the latter group to get a call back. 0 2 4 6 8 10 12 (Structure for Success) Average callback rate, % Bias in SysteMS Black people are arrested at d isproportiona I ly high rates, given harsher sentences, and Black juveniles are tried as adults more often than their White peers. Black boys are also seen as less childlike, less innocent, more culpable, more responsible for their actions, and as being more appropriate targets for Criminal Legal System police violence (Goff, 2014) . THE EQu IPY PROJECT #DeconstructingEquity k Igniting the Power of Us Bias in Systems Healthcare is a setting where implicit biases are very present. People of color and women are subject to less accurate diagnoses, curtailed treatment options, less pain management, and have worse clinical outcomes (Chapman, Kaatz, & Carnes, 2013). UVA study of medical students & residents found that inaccurate beliefs about Black Healthcare people contribute to inadequate diagnoses and treatment recommendations for Black patients (Hoffman, 2016). Covid - 19 racial & ethnic disparities Deaths per 100,000 people by race or ethnicity through March 7, 2021 Black or African American 0178 American Indian or Alaska Native 172 Hispanic or Latino 154 Native Hawaiian or 144 Other Pacific Islander White 124 Other 97 Asian 95 Two or more races 18 THE EQU ITlr PROJECT #DeconstructingEquity { Igniting the Power of Us Break The Role of Government VaLues realities "All men are created equal" "With liberty and justice for all" "Government of the people by the people for the people, shall V! 1 not perish from the earth" t X• THE EQu ITY PROJECT #DeconstructingEquity 41 Igniting the Power of Us Reflections About Race : The Power of an Illusion • How do the stereotypes of "ethnic Europeans" compare to current stereotypes of people of color today? • Did you learn anything that surprised you ? • What are some examples of government action in the film ? • How do the depictions in the film compare to your own or your family Is experience? THE EQu IPY PROJECT #DeconstructingEquity k Igniting the Power of Us What still holds true about Race: The Power of an Illusion ? Government continues to be the final arbiter of race • "Muslim travel ban" • Pan-ethnic terms like "Asian American," "Hispanic," & "Pacific Islander" determined by census • Catch-all for tribal members & descendants "American Indian," "Alaska Native" Housing segregation persists • Despite invalidation of racial covenants, illegal to discriminate • Actors like banks, appraisers continue to discriminate THE EQU IPY PROJECT #DeconstructingEquity k Igniting the Power of Us Racial Wealth Inequality Is Rampant In The U .S. Median household wealth by race/ethnicity in the United States (1983-2024) White 1110 Black 0 Latino $200,000 Forecast $150,000 $102,200 $100,000 $50,000 Aft 0 . . . . . . . . . . .�. . . . . .� '83 1990 2000 2010 2020 2024 G) @StatistaCharts Source: Prosperity Now & Institute For Policy Studies statista J Governmental (in)equity Racial segregation throughout history Explicit actions e ~� J 1. Japanese Internment Governmental (in)equity throughout history Mass Implicit, "race-neutral " actions incarceration Racial wealth ga p Disparities in educational ��,� � funding SYRIA I RAQ IRA N LIBYA SUDAN YEMEN GovernmentaL SOMALIA (in)equity Perpetuating - • • . throughout history Office of Explicit actions THf-CITYO Equity and � F ASHEVILLE Inclusion , .�`. CITY OFSANANTONIO '"Mm OFFICE OF EQUITY Pursuing equity explicitly Taking action The Most Common Response Choice Points: Areas of discretion in your day-to-day duties and responsibilities • y. THE EQU ITY PROJECT #DeconstructingEquity 41 Igniting the Power of Us Activity: Identify Levers of p • List 5 responsibilities within your current role • List who you report to and/or to whom you are accountable • List who reports to you, or alternatively, with whom you work closely • List any decisions you make on a regular basis (e .g. setting meeting agendas, choosing teams, proposing projects, etc. ) THE EQu ITY PROJECT #DeconstructingEquity 41 Igniting the Power of Us Activity: Identify Levers of p • List three internal goals your department/commission can work on with regard to racial equity. o Refers to personnel issues; morale; committees on which you serve; etc. • List three external goals your department/ commission can work on with regard to racial equity. o Refers to delivery of services; how to improve the experiences of the client population you serve; how to get community- and/or constituency-based input, etc. THE EQU IPY PROJECT #DeconstructingEquity k Igniting the Power of Us Now what... ? • Identify the "fences" in your work and put in the effort to take them down . • Set some goals . Let this moment in history enhance relationships; not degrade them . Your leadership matters more than ever before. • Be conscious of where you sit in "the boat." That is where your consciousness comes from . • Do some individual learning and find ways to make this work personal . THE EQu IPY PROJECT #DeconstructingEquity k Igniting the Power of Us Check Out ■ Lingering questions ■ Reflect on your hopes and fears ■ One-word check out Q i ~ S "NOT EVERYTHING THAT IS FACED CAN BE CHANGED, `w BUT NOTHING CAN BE CHANGED UNTIL IT IS FACED." JAMES BALDWIN x Thank you ! Ariana Flores I Senior Equity Consultant The Equity Project, LLC ariana�a theequityprojectllc.com (720) 287-2573 e , uvh�.f Qre �• THE EQU ITY PROJECT #DeconstructingEquity Igniting the Power of Us r i (t You �or7Y I. THE E Q L.I"' PROJECT #DeconstructingEquity Igniting the Power of Us h. 0 urn�e y � no ve r y0v a .5 `r I y01'e YES.► THE EQU STY PROJECT #DeconstructingEquity Igniting the Power of Us rr Gets ovr- look I iKe or)A Y msaid as SVf- puIInd y Ina+ vV r Ravi- MY PE,K MvSS i DN THE EQU ITY PROJECT #DeconstructingEquity Igniting the Power of Us N-14 2 I i mi+ ea rePeSento,t10P) of my r("e- in ar yo C IaSSY00M Joes not rn Ake 11�e -f he Voice of a j, THEEOUI" Black People. PROJECT #DeconstructingEquity Igniting the Power of Uslow M- Ill