HomeMy WebLinkAboutThe Lens - March 20233/31/23, 9:01 AM The Lens - March 2023
https://content.govdelivery.com/accounts/IAIOWA/bulletins/34df3e7 1/3
We only use cookies that are necessary for this site to function to provide you with the best experience. The controller of this site may choose to place supplementary cookies to support
additional functionality such as support analytics, and has an obligation to disclose these cookies. Learn more in our Cookie Statement.
The Lens - March 2023
City of Iowa City sent this bulletin at 03/17/2023 12:00 PM CDT
Having trouble viewing this email? View it as a Web page.
March 2023 |
The Lens, a newsletter to expand conversations on equity, justice, and human rights.
Office of Equity and Human Rights to host in-person
workshop, "Repurposing Privilege"
Join the City's Equity and Human Rights office for a complimentary
in-person workshop facilitated by Diversity, Equity & Inclusion
consultant, facilitator, and author Tommy Ross on Thursday, April
20 from 1-3 p.m. The event will take place at the Park Lodge at the
Terry Trueblood Recreation Area, 579 McCollister Blvd.
Ross engages participants in a compelling, clear, and concise conversation, that delves into the power
and potential of Repurposing Privilege. Ross brings the concept of privilege to life in an interactive and
informative way.
Participants will delve into a practical framework for understanding privilege, while exploring overt and
covert implications and effects. Ross introduces two of his groundbreaking tools: Cultural Compass
and Racial Resiliencies. Participants journey through the possibilities of leveraging these dynamic
tools in all of the various spaces that they occupy.
Ross invites each participant to approach and enter this transformative conversation in a spirit of
humility and curiosity.
How to participate
Pre-registration is required to attend this event. Register via Eventbrite here. Registration is capped at
50 attendees.
Accommodations
If you will need disability-related accommodations in order to participatet, please contact Equity
Director Stefanie Bowers at 319-356-5022 or stefanie-bowers@iowa-city.org. Early requests are
strongly encouraged to allow sufficient time to meet your access needs.
Critical Success Factors for DEI
The summer of 2020 swept by in a haze of events many might’ve
considered unimaginable before they happened. Be it Covid-19 or
protests surrounding the larger conversation of diversity, progress,
and equity, the summer and what followed surprised many. Three
years later, we sit in the wake of so much change, and one
question remains in all aspects of life: do we go back to the way
things were or do we try something new?
This question is especially important to organizations in the face of
rising demand for effective Diversity, Equity, and Inclusion, or DEI,
initiatives. How should organizations respond to a population growing more concerned with issues
related to diversity?
Here are some things organizations can do when choosing progress over tradition.
Subscribe to updates from City of Iowa City
Email Address e.g. name@exam
Subscribe
Share Bulletin
3/31/23, 9:01 AM The Lens - March 2023
https://content.govdelivery.com/accounts/IAIOWA/bulletins/34df3e7 2/3
Progress Begins with Management
No matter how strong the initiative, it won’t get off the ground without commitment and support from
those at the top of the organization. It’s important to involve management in DEI initiatives not only for
their financial support, but also for their ability to lead by example. Organizational change begins from
the top and moves down.
Identify and Commit to Institutional DEI Initiatives
DEI won’t look the same for every organization. Different professional sectors will face different issues
and as a result organizations’ initiatives will differ. In addition, each organization will have its own
unique mission statement which will influence its DEI initiative. All organizations will not find
themselves in the same position when crafting DEI initiatives.
Each organization should assess where it currently stands before it can begin to envision where it
would like to be. Additionally, initiatives should be clear in describing goals and strategies that people
at all levels of the organization can commit to.
Prioritize DEI Initiatives During Recruitment, Onboarding, and Beyond
Every organization doesn’t have a naturally diverse pool of candidates to pull from. It’s up to the
organization to get involved in diverse communities, investigate non-traditional forms of recruitment,
and consider exploring the diverse channels people from different communities go through.
Organizations should focus on recruitment practices that yield success. A great way to attract diverse
candidates is by offering inclusive benefits, such as benefits that appeal to women, trans people,
people with disabilities, and so on.
Onboarding should be a welcoming experience for all identities that leaves new employees with a
sense of belonging. After the onboarding process, employees should not only be sure of their tasks
and responsibilities but feel confident knowing their roles and place within the company. Ensure that all
new employees are aware of DEI-related programs, groups, and benefits within the organization.
According to a McKinsey report, 39% of job applicants have turned down or not pursued a job due to a
perceived lack of inclusion at an organization. It’s important to not only offer inclusive environments,
but to project inclusive ideals that are also true to the organization.
Your organization should employ DEI professionals who will work continuously with employees. Active
DEI initiatives help to increase employee retention by decreasing instances of discrimination that might
otherwise push employees out of organizations. Ensure that employees’ cultural and religious
backgrounds can be honored and respected. Design inclusive spaces and offer employees resources
and professional DEI support. Don’t allow discussions of diversity to be taboo.
Take Accountability and Measure Progress
Measuring progress begins before most DEI work. Your initiative should be crafted with a measurable
goal in mind, and this is why your initiative should be both realistic and ambitious. Organizations
should embrace transparency when addressing progress. The objectives of DEI training should be
clear, measurable, and actionable.
Successful DEI initiatives can increase employee retention, improve employee engagement, lessen
turnover, and save organizations from the financial and cultural sting of discrimination litigation. Even
so, not all DEI initiatives and programs are successful and ineffective work can do more harm than
good. It’s important to keep DEI initiatives clear and realistic, to embrace and support all employees,
and to prioritize accountability and progress.
4 Ways to Improve Inclusive Language
Diversity, Equity, and Inclusion efforts require us to shift the lens
through which we view this world and the many people we share it
with. While we hope our DEI efforts will produce meaningful
changes in the way we behave, it is equally as important to attempt
to shift the way we think. That shift begins with the language we
use to promote diversity in and out of the workplace.
Here are some inclusive language principles to keep in mind when
pursuing Diversity, Equity, and Inclusion in the workplace.
When to Use Person-first vs Identity-first Language
Person-first language leads with personhood before identity. For
example, saying someone is a person with a disability fits into
person-first language. On the other hand, referring to someone as
a disabled person would be utilizing identity-first language. While some people might prefer person-
first language, others might not. Allow people to define themselves and then follow suit.
Utilizing Gender-Neutral Language
As the workplace becomes more diverse in terms of gender identity, it’s important for the language we
use to denote gender to shift as well. For example, there’s no need to use gender-specific language
3/31/23, 9:01 AM The Lens - March 2023
https://content.govdelivery.com/accounts/IAIOWA/bulletins/34df3e7 3/3
when addressing a group of people. It can be as unnecessarily clunky as it can be alienating.
Replacing Passive Language With Active Language
Much of the language used in DEI efforts is passive and can feel ubiquitous or too vague when trying
to apply concepts. Consider the terms diversity hire and unconscious bias. While you may know on
paper what they mean, it can be hard to translate these words into actions. We can expand language
beyond its theoretical roots. For example, Mita Mallick suggests using in place of “diversity hire”, the
phrase “building diverse pipelines”. This makes the language active and allows us to visualize exactly
what’s being done without placing too much importance on imagining what or who exactly a “diversity
hire” might be.
Get Comfortable With Asking Questions
Try as we may, we won’t always have the answers. No one knows everything about everything. As
admirable as it is to be knowledgeable, it’s important to acknowledge our limits. Be okay with not
having the answers. Get comfortable with asking questions. Asking allows you to learn and create
stronger relationships with those you ask questions of.
The language we use not only defines how we view ourselves, but also works to shape our views of
those around us. Language, being so vast, allows us the chance to embrace both nuance and
precision as we see fit. How we choose to use the language we have can be as harmful as it is helpful.
DEI efforts should also seek to ensure that the language used in the workplace is as accessible and
inclusive as it can be.
Questions?
Contact Us
STAY CONNECTED:
SUBSCRIBER SERVICES:
Manage Preferences | Unsubscribe | Help
Powered by
Privacy Policy | Cookie Statement | Help