Rally The Troops! Revolutionary Practices for Enhancing Diversity and Inclusion

1. Rally The Troops!Revolutionary Practices for Enhancing Diversity and Inclusion MACUHO Conference 2002Valley Forge, PA Gretchen HillResidence Life CoordinatorLehigh University Tom Segar Educational Trainer and Consultant

2. Who are we? • Gretchen • Tom

3. Why Are You In This Session?

4. What’s The Word? • Diversity - The Noun - The existence of differences, for our purposes within people, along several dimensions, including sexual orientation, ways of knowing and being, religion, culture, socioeconomic status, geography and race. • Inclusion - The Verb - The individual and collective universal act of accepting, embracing, encouraging and supporting the existence of diversity for humanity’s greater good.

5. “Going Public and Staying Current” What is your department, your staff and you all about regarding diversity? Where are you now and where do you want to be?

6. Fission - Fusion - Inclusion By the way, these are “applicable concepts” Assimilation • “Be like us and we will like you.” • “You can have a piece of the pie, but your piece cannot be as big as mine” • Based on Power and Scarcity

7. Fusion - Integration • “Let’s both be like each other and so we can like each other” • We’ll each get our equal slices of the pie, but there isn’t much pie to go around! • Based on fear and political correctness

8. Fusion - Pluralism • Let’s be ourselves and accept each other, ego-free (we’ll get back to this one!) and celebrate in the sharing. • “There’s plenty of pie so as long as everyone has access to a knife, plate and fork, let’s eat! • Based on respect, love and abundance

9. What About That “Ego”? Let Go Your Ego! • Go beyond “awareness” • Letting go of self and the need to be right • Seeing the world through other’s eyes • Accepting multiple truths • Be comfortable with being uncomfortable • Be first, then do, but definitely do

10. Carl Rogers Central Hypothesis: “If I can provide a certain type of relationship, the other will discover within himself the capacity to use that relationship for growth [movement in the direction of self-esteem, flexibility, respect for self and others], and change and personal development will occur.”Rogers, C.R. (1989)

11. More Carl Rogers • Simple belief: Humans require acceptance, and given acceptance, they will move towards self-actualization (becoming a whole person and reaching full potential). • When a person is adequately accepted reciprocity and altruism predominate. • A person will be better integrated and more able to function effectively, when acceptance is provided.

12. How do we achieve this acceptance? • Genuiness • “..in the long run it does not help to act like someone I ‘m not.” • “I find I am more effective when I know and can listen to myself and can be myself.” • Empathy • the ability to see his/her world and her/himself as she/he sees them • “It’s of enormous value when I can permit myself to understand another person.”Rogers, C.R. (1989)

13. How do we achieve this acceptance? (continued) • Unconditional Positive Regard • warm, positive and acceptant attitude toward what is in the client, prizes the client in a total versus conditional way. • Concept of Congruence • without front or façade being open to the attitudes and feelings being experienced at the time.

14. What does this all mean? From the process • Individuals become more open to experience • The person increasingly discovers her own trustworthiness and ability to chose the most satisfying behavior in each immediate situation. • An internal locus of control is developed. • Move from the perception of being a fixed entity to a process of becoming

15. How does this work outside of the counseling relationship? Rogers believed and found this type of relationship to be effective across the spectrum – families, counseling, work environments It means….. Be real about expectations, about the climate, attitudes and atmospheres at your campus, your department and yourself. Rogers, C.R. (1989)

16. The ECPT Model for Social Change(As proposed by Cotner-Klingler and Segar, 2002) • Embrace Responsibility • Create Campus [departmental, staff or personal] Social Justice Mission • Prioritize Issues and Needs • Take Intentional Action

17. Model for Social Change-Part One Embrace responsibility • Examine self • Dig deep • Let go your ego • Learn to engage in uncomfortable conversations • Be open minded

18. Model for Social Change-Part Two Create a Campus Social [departmental, staff, personal] Justice Mission • Involve students in process (dept/campus) • Bridge differences • Include variety • Incorporate campus and community needs/issues

19. Model for Social ChangeParts Three and Four Prioritize Issues and Needs • Based on Social Justice Mission Take Intentional Action • Ensure growth and contribution to campus, community and world.

20. The Cycle and Your Etheric Energy • Thoughts and Feelings (which comes first?) • Attitudes • Behaviors • Actions • Habits Etheric Energy

21. What Do You Do Now? • Our suggestions - consider them? • Where can you take action?

22. Save A Tree! www.tomsegar.com/macuho2002

23. THANK YOU!!!

24. Resources • Anner, J. (2000). Having the tools at hand: Building successful multicultural social justice organizations. In Adams, M., Blumenfeld, W., Castaneda, R., Castaneda, C., and Hackman, H. Readings for diversity and social justice: An anthology on racism, sexism, anti-semitism, heterosexism, classim and ableism. New York: Routledge. • Covey, S. (1989) Seven habits of highly effective people. Fireside: New York. • Covey, S. (1991) Principled-centered leadership. Fireside: New York. • Dyer, W. (1992) Real magic-Creating miracles in everyday life. HarperCollins: New York. • Dyer, W. (1998) Wisdom of the Ages. HarperCollins: New York. • McClintock, M. (2000). How to interrupt oppressive behavior. In Adams, M., Blumenfeld, W., Castaneda, R., Castaneda, C., and Hackman, H. Readings for diversity and social justice: An anthology on racism, sexism, anti-semitism, heterosexism, classim and ableism. New York: Routledge. • Rogers, C.R. (1989). On becoming a person. Boston: Houghton Mifflin Company. • Washington, J. The 13 Commitments: Core Competencies & Skills for Building Community Across Difference.