LEADERSHIP THROUGH A SOCIAL JUSTICE LENS

1. LEADERSHIP THROUGH A SOCIAL JUSTICE LENS HEATHER HAYES CARMEN PARENT PAULINE SIBBALD JULIE SPEERS

2. ROADMAP… Definitions Diversity and Leadership Social Justice Video Social Justice Spoken Word Blue Quills Project Implicit References

3. DEFINITIONS

4. ANTI-OPPRESSIVE SOCIAL WORK THEORY The systemic study of oppression. Challenges the structure of society and the use of power to maintain the position of inferiority for some groups. Focus is on populations whose voices are silent, who have less access to resources and who have been excluded and disconnected from the main spheres of social, political and economic life. Anti-oppressive practice refers to the development of strategies that overcome oppression and promote self-determination, self-expression and equity in social relations. Source: Dalhousie University website on anti-oppressive social work theory: http://aosw.socialwork.dal.ca/whatisaosw.html

5. OPPRESSION Refers to relations of domination that divide people into superior and inferior groups. Takes place in the social arena: in the interactions, behaviors, language and actions used between people at individual and structural levels. These relational dynamics of power target people’s sense of identify; their sense of self. Source: Dominelli, L. (2002). Anti-oppressive social work theory and practice. New York, N.Y: Palgrave Macmillan.

6. SOCIAL JUSTICE The principles and concepts of social justice and anti-oppressive practice are deeply interconnected. Social justice can be defined as: “the process through which society attains a more equitable distribution of power in the political, economic and social realms” (Hunsaker & Hanzl, 2003). Social workers in leadership roles are uniquely positioned to critique the inadequacy of existing social arrangements and mobilize themselves, communities, organizations and others to advocate, influence and make decisions that bring about egalitarian social relations that foster social justice. Source: Hunsaker, J. & Hanzl, B. (2003). Understanding Social Justice Philanthropy. http://www.synergos.org/knowledge/03/ncrpsjp.pdf

7. DIVERSITY Differences are often used in oppressive structures to divide people into inferior or superior categories. This can potentially occur within or between any of the dimensions of diversity. Social workers are expected to actively tackle oppression by safeguarding the richness and diversity of human beings. Cultural competence is part of this work, but competence is also needed beyond race and ethnicity. Social workers leaders who are “diversity competent” strive to honor and empower diverse voices within the everyday culture of their organizations, in their community development work as well as in policies and research approaches. Source: Kondrat, M.E. (1999). Who is the “self” in self-aware: Profession self-awareness from critical theory perspective. Social Service Review, 73(4), 451-477.

8. CRITICAL SELF-REFLECTION The process of questioning one's own assumptions, presuppositions, and meaning. Critical reflectivity has been described: “as nothing less than this: that social worker professionals as knowing subjects, achieve a deepening awareness both of the socio- historical reality which shapes their lives and of their capacity to transform their reality” (p.472) Source: Kondrat, M.E. (1999). Who is the “self” in self-aware: Profession self-awareness from critical theory perspective. Social Service Review, 73(4), 451-477.

10. DIVERSITY AND LEADERSHIP

11. DIMENSIONS OF DIVERSITY WITHIN THE WORK PLACE* Language Work Experience Education Income Personal Habits Communication Style Religion / Spirituality Family Status Knowledge Work Style Life Experiences Headquarters Wage Union Affiliation Work Location Job Title Pay Scale Group Seniority Management Status Department / Unit / Group Age Race Ethnicity Sexual Orientation Gender Mental disability Physical disability Gender orientation

12. LEVERAGING DIVERSITY? Create and support an inclusive environment: Ensure all policies are reflective of diversity Communicate a commitment to diversity to all staff Hire a diversity manager or set up diversity alliances Model diversity through hiring and promotion Mandatory and regular staff training on diversity issues – don’t assume people know Value differences within the team / company Avoid stereotyping What are other suggestions??

13. DIVERSITY AND LEADERSHIP Diversity is more than just tolerating differences. It is respecting, appreciating, and understanding the varying characteristics of individuals Discrimination breeds narrow-mindedness, impairs employee morale, strains employee relationships and damages productivity

14. HOW IS DIVERSITY AN ASSET?* Stimulates creativity and innovation Better service to diverse customers / clients / consumers Better problem-solving capabilities Greater flexibility Improved corporate image Effective and happier workforce Can you think of other assets?

15. CHALLENGES FOR DIVERSITY* Individual versus group fairness Resistance to change Resentment Group cohesiveness Interpersonal conflict Can you identify other challenges?

16. COMMON BEHAVIOR PATTERNS THAT PERPETUATE OPPRESSION As you read the following behavioral pattern, think about the circumstances when you might see these pattern occurring, particularly in the context of leadership.

17. RESPECT CURIOSITY EMPATHY …“these days, in our crazed haste, we don't have time to get to know each others’ stories, to be curious about who a person is, or why she or he is behaving a particular way. Listening to colleagues-their diverse interpretations, their stories, what they find meaningful in their work -- always transforms our relationships.” Wheatley, M (2001)

18. PERSONAL REFLECTION: How would you feel if you came to work one day and found this sticker on the front door of the building you worked? What would happen if a staff member came and demanded this be removed because they found it offensive? ** these questions are for personal reflection only – no need for written response

19. SOCIAL JUSTICE

20. SOCIAL JUSTICE As social workers we are in a position of seeing the impact of societal and institutional injustice at a personal level. Lundy writes that an understanding of social conditions, social problems and social change is a foundational means of strengthening our social work practice (2011). Furthermore, our Code of Ethics guides us towards the pursuit of social justice in our work (CASW, 2005). How do we, as social work leaders, integrate an understanding of social justice into our leadership practice? What is our responsibility as leaders?

21. SOCIAL JUSTICE: BLACKBOARD POSTING For the purposes of this activity, please watch the following video and reflect on the concept of social justice as it pertains to leadership and choose one word that best captures your perspective - Please put this ONE word on the discussion board section titled “Social Justice Word”. Right-click on the link to open a “hyperlink” to the video in a new window http://www.youtube.com/watch?v=z754lhcX6qw We look forward to utilizing your words as part of our summary of the discussion

22. SOCIAL JUSTICE: SPOKEN WORD

23. SPOKEN WORD Spoken word is a form of poetry that often uses alliterated prose or verse and occasionally uses metered verse to express social commentary. Traditionally it is in the first person, is from the poet’s point of view and is themed in current events Modern day spoken word poetry became popular in the underground African-American community in the 1960s with the Last Poets. The Last Poets was a poetry and political music group that was born out of the African-American Civil Rights movement http://en.wikipedia.org/wiki/Spoken_word

24. IF WE DO NOT SPEAK, WHO WILL? • Staceyann Chin is a spoken word poet and performing artist who describes herself as a woman, activist, writer, performer and New Yorker; She has been an “out poet and LGBT political activist” since 1998 • Chin credits her accomplishments to her grandmother’s hardworking history and the pain of her mother’s absence; She openly shares her struggles growing up in a homophobic culture. • Staceyann’smotto is “if we do not speak, who will”. Her poem entitled Equality is a call to action: http://www.youtube.com/watch?v=jo1mzxchrqM

25. STACEYANN CHIN: BLACKBOARD POSTING REFLECTION: From a leadership perspective what benefits result when an organization practices valuing equality and diversity. What are potential challenges? How can leaders address the issue of diversity on teams at both the staff and management level in order to enhance problem solving abilities?

27. BLUE QUILLS

28. BLUE QUILLS: BLACKBOARD POSTING Please read the “reaction paper” written by a Metis woman attending Blue Quills that is located on the discussion board BLACKBOARD REFLECTION QUESTION: Did this article resonate with you…have you had a similar experience?

29. PROJECT IMPLICIT

30. PROJECT IMPLICIT Project Implicit was founded as a multi-university research collaboration in 1998 by three scientists - Tony Greenwald (University of Washington), Mahzarin Banaji (Harvard University), and Brian Nosek (University of Virginia). Conscious experience provides an immediate, compelling, and incomplete account of the mind; Much of perception, thinking, and action occurs outside of conscious awareness or conscious control Because of that, judgment and action can be unintentionally influenced by factors that we do not recognize, and may not value

31. PROJECT IMPLICIT The challenge from “Project Implicit” is to investigate our thoughts and feelings that are outside of our control Here is your chance to take part in research: please right-click on the link to open a “hyperlink” in another window; then click “participate” and choose “research” Sessions require 10-15 minutes to complete. Each time you begin a session you will be randomly assigned to a topic. Try one or do them all! At the end of the session, you will get some information about the study and a summary of your results http://www.projectimplicit.net/index.html

32. PROJECT IMPLICIT: BLACKBOARD POSTING Please respond to the following questions on the section titled “Project Implicit” on the Blackboard discussion page How did you feel when completing the Project Implicit research? It is your choice to share and discuss the analysis of your research participation with Project Implicit

33. REFERENCES Canadian Association of Social Workers, (CASW) (2005). Code of Ethics. Ottawa: CASW. “Common Behavioral Patterns that Perpetuate Power Relations of Domination” from Tools for Change website: http://toolsforchange.org/resources/org-handouts/patterns%20.pdf Dalhousie University website on anti-oppressive social work theory: http://aosw.socialwork.dal.ca/whatisaosw.html Dominelli, L. (2002). Anti-oppressive social work theory and practice. New York, N.Y: Palgrave Macmillan. Hunsaker, J. & Hanzl, B. (2003). Understanding Social Justice Philanthropy. http://www.synergos.org/knowledge/03/ncrpsjp.pdf Kondrat, M.E. (1999). Who is the “self” in self-aware: Profession self-awareness from critical theory perspective. Social Service Review, 73(4), 451-477. Lundy, Colleen. (2011). Social work, social justice and human rights: A structural approach to practice 2nd edition. North York, ON: University of Toronto Press *American Express. Promoting Diversity. Retrieved from: http://www.scribd.com/doc/49758410/american-express-on-workforce-diversity Wheatley, M (2001) Innovation Means Relying on Everyone's Creativity. Leader to Leader, Spring 2001. http://www.margaretwheatley.com/articles/innovationmeans.html