It starts with one thing: making DEI changes
committing to small daily practices and changes, even when you want to do more.
You know that feeling when you make a to-do list and it’s so long that you don’t want to do any of it? Oftentimes, DEI work can feel this way. There is so much to do, where can you possibly start or how can you do enough to make a difference?
I want to support people to integrate DEI practices in a way that doesn’t feel overwhelming and I believe that to do this best is to approach DEI in small doses, or microshifts (I don’t know who to credit for that term- but I like it). While overarching plans, grand gestures, and commitment of resources are a part of DEI work, sometimes we have to start where we are - in the everyday. Every person can make small incremental shifts towards greater DEI from wherever they sit.
So, how can we do this? When we can identify that the culture we live in is playing a role in our oppression and the oppression of others we can start to identify ways we can make shifts.
Step 1. Identify when we are operating within these norms and values
Example: Grateful for a friend who brought to my attention that sometimes I speak using African American Vernacular English AAVE or also known as Black Vernacular English BVE. I have found myself saying things like “YAAASSS, hey girl hey, and hella” to name a few of the words I commonly use.
Example: Either or thinking: I often catch myself reading an email thinking -- oh they must not value ______ if they say they value ______. They don’t have to be in conflict with each other and it doesn’t have to be one or the other.
Step 2. Identify some ways to pivot
Example: I started to notice when I am drawn to use AAVE/BVE to try to sound cool, hip, with the times, or light-hearted. I can use so many different phrases to communicate that without co-opting language.
Example: I am constantly reframing or writing down when I think I hear something as either/or I try to pause and say- isn’t there room for the complexity to exist? What if it didn’t have to be one or the other? How can I help myself or the person i’m working with/talking to expand beyond either or towards taking into account more factors.
Step 3. Dream up all the ways we can do something differently and circle the one that resonates best with right now.
I try to notice and pivot to words and phrases that still get across that i’m engaged or excited like that sounds like a great plan, Congratulations I’m so proud of your accomplishment, I don’t ever need to say “hey girl hey” i can say hello, or hi, or so good to hear your voice, i’m so glad we are on the phone etc.
Whenever I present options to people I like to give a few and talk about the strengths and areas of growth that might come from any of the choices. It acknowledges that no matter what choice we make there are areas we will have to address and having more than two options allows people to see multiple ways of addressing an area of concern or options for moving forward are fun and varied.
Once we have identified our everyday ways that we can challenge, understand that changing the way we have operated can be hard. Take your time and have compassion for yourself, friends, and colleagues.
Here is an exercise that can help organize some thoughts on ways we might not even know we are perpetuating aspects that inherently lead to less inclusion.
Step 1 try on a way we operate and try to identify how and when this type of thinking feels true to you.
Step 2 think about what you need to be able to pivot (pause, a reminder, a friend, support from a colleague).
Step 3 is trying on a different way of thinking about it (how do you already do this? Are there ways you could expand this concept in other areas of work, life, and friendships?).
Let me know how it goes - send me a note if something works really well for you or if you try one out and it doesn’t go as planned or you find yourself stuck - I want to hear about it and support you on your journey.
Set up/graph derived from a version I found here called “White Dominant Culture” from CACgrants.org
Learn more about the concepts in this blog post from their sources here:
Tema Okun, White Supremacy Culture https://www.whitesupremacyculture.info/
Tricia Hersey, The Nap Ministry https://thenapministry.wordpress.com/
