An Introduction to Antidiscrimination Response Training

1. An Introduction to Antidiscrimination Response Training Presented by Irene Maya Ota University of Utah College of Social Work Salt Lake City, Utah USA Social Work Social Development Stockholm Sweden 2012

2. Description Antidiscrimination Response Training – A.R.T. • Developed by Dr. Ishu Ishiyama, University of British Columbia. Witness -centered approach An experiential learning format in a group context. Active Witnessing Model Dis-Witnessing Passive Witnessing Active Witnessing Ethical Witnessing Power of Ten

3. Emphasis of Training • Action-focused and skills-based • Practical and specific • Learnable • Experiential and fun • Group-based and group-building • Transferable/applicable to other situations • Empathy-promoting and emotionally enriching • Increasing social responsibility and ethical awareness • Empower self and others • Promotes community development, organization, and equity

4. My Theme Statement You shall never be a perpetrator. You shall never be a victim. You shall never be a bystander. Yehuda Bauer

5. Active Witnessing Model Witness and Co-Witnesses – Observer(s) Receiver(s) Perpetrator(s)/Intiator(s)

6. When one is silent, it is often seen as agreeing with what is being said or done, or just not caring about what is being said and done.

7. Caring Theory value dominated – based on a value stance that discrimination and prejudice are damaging socially, emotionally, and economically.

8. Oppressive Discrimination A broad range of verbal and non-verbal expressions, displays of attitudes, and social practices of treating individuals or groups based on their differences – those with power get to decide what is normal and what is not. Oppressive discrimination - To take these differences and use them in a negative way that limits those who are deemed different their rights to equality and equity.

9. Discussion What types of discrimination are there? How do you know discrimination is occurring? What does it feel like to be a receiver? What does it feel like to be a perpetrator?

10. Four Levels of Witnessing Dis-Witnessing: Joining the Offender, blocking awareness, disengaging, avoiding, dismissing, denying. No Hear – No See – No Feel – No Do Passive Witnessing: Covert responding, silenced witnessing, hesitation to act, preparation for active witnessing. Hear – See – Feel – No Do Active Witnessing: Overt behavioral responding, immediate or delayed responses. Hear – See – Feel – Do Ethical Witnessing with Social Action: Ethical social action, recognizing social injustice, and taking action at social level of confronting and educating others, becoming an agent for societal and institutional change Beyond Hear – See – Feel - Do

11. Dis-Witnessing • Unawareness Blocked awareness Moving away from • Counter-Witnessing Dismissal and Denial Moving Against 1. I don’t see anything wrong here. 2. Is anyone really hurt or in need of help? Not really. 3. The perpetrator is really the victim. 4. The receiver deserves it – asks for it. 5. It’s none of my business. 6. The victim should take care of himself/herself. 7. I know the perpetrator, I’m obligated to support him/her. 8. I’d rather not be involved. 9. I don’t want to be noticed. I want to be anonymous.

12. Passive Witnessing • Reflective • Moving 1. I hope some else will deal with it. 2. The receiver’s own kind should help—not me. 3. I’m too busy. 4. I’m afraid of getting involved. 5. I’m afraid the perpetrator will come after me. 6. I wish I could help, but I don’t know how. 7. I’m so upset, I can’t think straight. 8. I’m afraid I’ll do the wrong thing and makes things worse. 9. I know someone else will do a better job here. 10. I don’t feel brave enough. 11. I don’t know what I can say or do here.

13. Active Witnessing Types • Interrupt – Please stop. Wait a minute. • Express own feelings – I can’t believe this is being said. I’m surprised to hear this being said. Wow! • Call it discrimination – That sounds like ______ to me. • Disagree – I disagree. I don’t think that’s true. • Question validity – Always? Everyone? • Point out hurtful nature – Ouch! It is so hurtful to hear that. • Put perpetrator on the spot – Could you repeat that? • Help perpetrator to self-reflect – You sound annoyed. What’s going on? Tell me what’s bothering you. • Support the receiver – You are not alone. I’m here with you. I’ll come with you to go get help. • Approach other witnesses at scene – Did you hear what I did? • Ask others to get involved/help – We need your help. This is what happened.

14. Scenario Sample A group of co-workers are gathered in the break room to meet their new supervisor. One of the employees suggest making popcorn in the microwave for everyone to enjoy. The employee can’t seem to make the microwave work and says it’s broken. The supervisor then comes in says hello and proceeds to let the employees know her mission and vision for the office, etc. An employee tells her that they were going to make popcorn to welcome her, but, unfortunately, the microwave is broken. She goes over to the microwave, presses a few buttons and gets it to work. She says enjoy the popcorn, but she has to go. Once she is gone, another employee says, “Wow, she fixed that microwave so fast! That’s pretty good for a woman.”

15. Discussion Who is the perpetrator? Who is the receiver? Possible responses – using A.R.T.

16. Irene Maya Ota University of Utah College of Social Work irene.ota@socwk.utah.edu