HomeMy WebLinkAboutThe Lens - February 20242/20/24, 7:18 PM The Lens - February 2024
https://content.govdelivery.com/accounts/IAIOWA/bulletins/389a295 1/5
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 - February 2024
City of Iowa City sent this bulletin at 02/13/2024 12:00 PM CST
Having trouble viewing this email? View it as a Web page.
February 2024 |
The Lens is the City’s newsletter to expand conversations on equity, inclusion, belonging, and access.
Upcoming Lens Series Programming
Why Are They So Loud? - Conflicts in Cultural Context – April 18
This workshop uses the Intercultural Conflict Styles Inventory (ICS) developed by Mitch Hammer.
According to Hammer, “ICS is the leading, cross-culturally valid assessment tool for identifying core
approaches to improving communication, resolving conflicts, and solving problems across cultural
differences.” As a community seeking to be inclusive, understanding the cultural context of inevitable
communication conflicts is very important. The Cedar Rapids-Iowa City corridor is becoming
increasingly culturally diverse. This underscores the importance of public and private organizations,
Subscribe to updates from City of Iowa City
Email Address e.g. name@exam
Subscribe
Share Bulletin
2/20/24, 7:18 PM The Lens - February 2024
https://content.govdelivery.com/accounts/IAIOWA/bulletins/389a295 2/5
businesses, and indeed individuals seriously considering how
generalizable cultural patterns of American subcultures and global
cultures affect inclusive efforts of workplaces, organizations
including religious and non-profits, and neighborhoods.
This program will be held in-person from 1-3 p.m., Thursday April
18, 2024, at the East Side Education Center, 2401 Scott Blvd. SE.
To register, visit this link.
About the presenter
Sunday Goshit is the Fleet and Facilities Manager and Diversity, Equity, Inclusion, and Belonging
Officer for Systems Unlimited Inc. He obtained a Ph.D. in Physical Geography with specialization in
Climatology from the University of Iowa. Goshit developed an interest in Intercultural Communication
from his experiences in adjusting to US culture having moved from Nigeria with a family of six as a
graduate student. Goshit is a Qualified Administrator of the Intercultural Development Inventory and
Intercultural Conflict Styles Inventory. He has facilitated numerous training sessions with UI
International Programs, Systems Unlimited, Culture Friendly Consulting, Kirkwood Community
College, and ICCompassion. Goshit currently serves on the Boards of the Iowa City Foreign Relations
Council and the African Communities Network of Iowa, and is President of the Board of Directors of
ICCompassion.
The Indian Caste System in the U.S.: A Cross-Cultural
Exploration – May 16
In 2023, amidst significant controversy, Seattle and Fresno made
history by enacting the first U.S. laws against caste discrimination.
This development coincides with the Indian American population's
150 percent growth since 2000, the largest and fastest-growing
Asian American group. Grasping the caste system's deep roots in
Indian society is vital, as it influences the wider South Asian
community. Perceptions of the impact of caste can lead to internal
divisions, affecting workplace environments and community unity.
This session is essential for those engaging with these
communities to gain insights into navigating these complex cultural
dynamics.
This program will be held over Zoom from 12-1 p.m. on Thursday,
May 16, 2024. Visit this link to register.
About the presenter
Sarika Bhakta was born in Gujarat, India, and raised in the American Midwest. Adjusting to the
American culture was extremely challenging for Bhakta. This inspired her life's legacy to empower
people to live and lead authentically by leveraging their unique diversity, as a value differentiator, to
deliver innovative results. Bhakta's work as Founder & President of Nikeya (nic-kay-uh) Diversity
Consulting has earned her recognition as a thought leader in the field of diversity, equity, inclusion,
accessibility, and engagement. She focuses on bringing the diversity pendulum back into balance and
transforming the way companies approach fostering innovative cultures, leveraging her expertise to
deliver global excellence.
The Lens Series - January
Did you miss Rethinking Columbus: The Next 500 Years? View the recording here.
Five Reasons Why an Organization’s DEI Efforts Fail
2/20/24, 7:18 PM The Lens - February 2024
https://content.govdelivery.com/accounts/IAIOWA/bulletins/389a295 3/5
It can be difficult to pinpoint why some DEI efforts fail. However,
there are valid critiques concerning DEI efforts that, when
addressed, can inspire solutions to allow DEI departments and
employees to work more effectively. Janice Gassam Asare, a
DEI strategist, explores five critiques of the DEI field and their
solutions are addressed.
1. Lack of institutional power. Implementing real change becomes an issue from the start due
to the lack of resources given to DEI leaders and, if they’re lucky enough to have them, their
teams. Often, DEI leaders are faced with numerous obstacles, such as going through HR or
other departments, along the way to implementing change rather than being trusted with the
authority to do so independently. DEI leaders should be provided with a qualified team and
reliable resources that allow them to make organization-wide change.
2. No accountability. Typically, there are good intentions behind implementing a DEI program.
However, Asare reminds us, it can also be a way to “virtue signal and convince the public that
DEI is something that is valued.” When this is the case, DEI becomes performative. To avoid
this, people of power need to be held accountable and there need to be equal standards
addressing expectations as well as repercussions.
3. Surface-level DEI initiatives. While cultural and educational programs are an important part
of DEI initiatives, there needs to be more focus on implementing systemic change. In her
article, Asare states that ideally, “DEI would never be reactionary.” The efforts of a DEI team are
not to save face in times of public scrutiny, but rather to be proactive by addressing systemic
issues at the root and providing tools on how to address and report inequities to stop them from
happening again.
4. Refusal to address systemic issues. When it comes to talking about what matters in the
workplace, DEI teams are limited to what they can address. In many work environments, topics
about race have been made off-limits, but these topics are often intertwined with other
workplace issues. It is essential to address systemic issues head-on in order to bring about
change. These issues can be addressed by allowing a neutral party to observe and report,
implementing a zero-tolerance policy, and getting employee feedback.
5. Upholding the status quo. When DEI leaders put their own comfort above their
responsibility to engage in difficult conversations and topics, it perpetuates oppressive systems
and behaviors in the workplace. If DEI work is ever to generate real change, the ones engaging
in the work need to challenge the norm by consistently pushing for systemic change and being
held accountable by their team to do so.
Meet your new Human Rights Commissioners
The Human Rights Commission recently welcomed two new members, Viana Qadoura and Liz
Mendez-Shannon. Qadoura and Mendez-Shannon share what drove them to join the commission in
their own words:
Viana Qadoura
“Social justice is rooted in our spirituality as Muslims. Humankind
are custodians of this world, divinely entrusted with the duty to
always stand on the side of the oppressed and speak truth to
power. Islam does not permit one to be a bystander to any form of
injustice; one is morally obligated to do everything in one's power
to eradicate oppression.
Experiencing bigotry at a young age shortly after moving to the
USA (and raising my own children in a country where their
childhood and innocence was threatened by those who thought of
themselves as superiors) made me stand at the forefront to
dismantle decades of bigotry and misconception. This led me to
notice all those around us with underserved voices. Advocacy and
my identity became inseparable. My goal was set to focus on
helping others to ensure that they aren't forgotten and that their
rights are exercised.
Learning of the Human Rights Commission through their annual
youth award ceremony and the RESJ Grant opportunity, their
mission (which is focused on promoting the goal of non-
discrimination and equal opportunity for all) made me see potential in working with commissioners with
like-minded principles that will tirelessly advocate for human and civil rights.”
Dr. Liz Mendez-Shannon, MSW
“I am excited to join the Human Rights Commission in Iowa City, bringing a unique perspective as a
Latina immigrant from Ecuador. My journey, marked by being the first in my family to complete high
school, college, graduate school, and a Ph.D., reflects my dedication to education and community
empowerment.
2/20/24, 7:18 PM The Lens - February 2024
https://content.govdelivery.com/accounts/IAIOWA/bulletins/389a295 4/5
My experiences have fueled my passion for diversity, equity, and
inclusion. This commitment is not just professional, but deeply
personal, shaped by my own challenges and triumphs in bridging
cultures. In my career, I have consistently worked towards creating
inclusive environments where diverse voices are heard and valued.
Joining the Commission is a continuation of my life's work. I aim to
advocate for policies that celebrate diversity and ensure equal
opportunities for all in Iowa City. I am eager to contribute my
insights and energy to the Commission, striving to make a positive
impact on our community.
Serving on the Commission is an honor, and I look forward to collaborating with fellow members and
residents to enhance the vibrant fabric of our city.”
Inclusion Mindset
Implementing inclusion into the workspace starts with
your mindset. Implementing inclusion acts as a chain
effect that, when given time, works its way from
individual to team until it reaches company-wide.
Forbes author Nika White shares how to achieve this
mindset in “Four Ways To Build Inclusion As a Mindset
for You and Your Organization.”
Focus internally first. White mentions that change
starts within, and when we embrace this change, we
are likely to influence those around us. An inclusive
mindset allows you to acknowledge barriers you may
have placed, knowingly or unknowingly, between
yourself and those who appear different. It also allows
you to be curious again. You can strengthen your
mindset by expressing interest in those around you and
by asking questions about experiences and
backgrounds that differ from your own.
Implement tools that disrupt bias. By building an inclusion mindset you allow the people around you
to follow by example. “According to a Royal Academy of Engineering report from 2017, employees
who felt they were included were more likely to understand business priorities, be more innovative,
speak up about mistakes and concerns and be more loyal to a company and invested in its success.”
Be aware of perception. It’s important to be inclusive in all company efforts. Some examples of
inclusivity are using gender neutral terms in job postings, using people of varying demographics for
representation in company visuals, and by partnering with other companies that consciously promote
inclusivity.
Look within your organization. It is valuable to invite employees to provide feedback on their
experience with inclusivity in the workplace. “Inviting feedback and responding with a growth mindset
can make all the difference between paying lip service to the idea of inclusion and practicing it in
action.” says Ruchika Tulshyan in An Inclusion Mindset Takes Work. Here’s How to Develop One.
Gauging your company's performance on inclusivity can also be done by considering the demographic
of your leadership team.
With time and perseverance, a company-wide mindset of inclusivity where every employee feels
valued, respected, and supported is possible. The work starts on an individual level and grows from
there. By being open to a growth mindset you set yourself, your team, and your company up for
success.
Questions or accommodations
For questions or if you will need disability-related accommodations to participate in any of our
programs, contact the office at 319-356-5022 or humanrights@iowa-city.org. Early requests are
strongly encouraged to allow sufficient time to meet your access needs.
2/20/24, 7:18 PM The Lens - February 2024
https://content.govdelivery.com/accounts/IAIOWA/bulletins/389a295 5/5
Questions?
Contact Us
STAY CONNECTED:
SUBSCRIBER SERVICES:
Manage Preferences | Unsubscribe | Help
Powered by
Privacy Policy | Cookie Statement | Help