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The Lens - March 2024
City of Iowa City sent this bulletin at 03/26/2024 03:00 PM CDT
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March 2024 |
The Lens is the City’s newsletter to expand conversations on equity, inclusion, belonging, and access.
Should You Use the Word “BIPOC?”
Umbrella terms like BIPOC are often used for a sense of
political correctness with the intention of being inclusive.
However, many people encapsulated by the term argue
they don’t feel represented by the use of the acronym.
Despite the intention to highlight the interconnection
between Black and Indigenous liberation, combining
these experiences can cause erasure of their individual
history. It can also be harmful because it minimizes the
historical mistreatment experienced by each group.
In her article on the topic, Constance Grady references
Jonathan Rosa, a sociocultural and linguistics
anthropologist at Stanford. Rosa further explains the erasure of Black and Indigenous history by
referencing the one-drop rule, which states anyone with “one drop” of black heritage is automatically
black. However, the opposite goes for Indigenous people in the U.S. who are forced to prove their
heritage. “The rules of identity allowed enslavers to maximize the number of people they could exploit.
The Indigenous population, meanwhile, is minimized, which allows for the romantic founding myth of
the United States to persist without conflict.” This history - and truth - goes unacknowledged when we
group identities together for ease of reference.
Experiences like that of Michaela McGuire, who wrote the article “Why We Should Stop Using
Acronyms like BIPOC,” show just why the acronym is not universally applicable to all identities.
McGuire is indigenous to Canada and identifies as Haida, Irish, Ojibwe and British, all of which she
feels are collapsed into one identity under BIPOC. McGuire says the acronym can easily undermine
the experiences of those who do not fit into one of the letters and that by allowing distinct nations to be
identified by one letter furthers colonial control. “Being Indigenous in Canada involves continually
pushing for our self-determination and inherent rights to be recognized while ensuring our survival as
distinct nations. Acronyms like BIPOC represent a step back in the struggle to assert and sustain
nationhood.”
There is no one-size-fits-all term we can use to reference a group of varying racialized identities. It is
suggested to do your own research on the topic, to understand the history of a particular term, to
identify the context in which a certain term is applicable, or to use the language others use to identify
themselves— when appropriate.
Five Books to become an Ally at Work
From the Professional Diversity Network:
1. The Art of Active Allyship: 7 Behaviors to Empower You to Push the Pendulum Towards
Inclusion At Work
One of the most common questions about allyship at work is, “What can I do to help?” This question
can be overwhelming as we build work environments that welcome diverse perspectives and open
doors. Dr. Poornima Luthra provides the tools we need to take the first steps towards inclusive
workplaces with concrete solutions and real-life examples.
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2. Fieldnotes on Allyship: Achieving Equality Together
This essay anthology was written by 18 authors who cover
history, systemic racism, preparing for allyship, and serving as
an ally. It takes a worldview on how communities can take
steps toward acknowledgment and support to celebrate the
humanity in all of us.
3. Allyship in Action: 10 Practices for Living Inclusively
Follow Julie Kratz on her allyship journey as you read “Allyship
in Action: 10 Practices for Living Inclusively.” Readers will
understand the difference between passive and active allyship
in workspaces and everywhere. Each chapter includes specific activities for individuals, families, and
groups.
4. The Savvy Ally
Dive into the world of the LGBTQ+ community with “The Savy Ally.” It includes tools for navigating
difficult conversations, updated terminology, best practices for creating safe spaces, action steps, and
more! It is the perfect guidebook for leaders looking to expand their knowledge and develop belonging.
5. The Necessary Journey: Making Real Progress on Equity and Inclusion
How do you turn DEI from a buzzword into reality? Dr. Ella F. Washington worked with company
leaders to transform professional spaces into the ideal they believed their workplace environment was.
She collaborated with corporate leaders to compile this book that shares the trials and tribulations of
DEI in the workplace. It is a long, hard road to allyship, but the leaders willing to commit can find
success.
April is Fair Housing Month
Fair Housing Month is observed each April to commemorate the landmark 1968 Fair Housing Act, that
prohibits discrimination in housing. Learn more about the Act here. You can also view Fair Housing
Online Training: What is Fair Housing video from February 2023. After viewing you have the option of
taking this online quiz. Upon finishing you can request a certificate of completion.
Youth Award Solicitation for Nominations
The Human Rights Commission is seeking nominations for its Youth Human Rights Awards.
This annual event recognizes the contributions of youth who have helped to advance human rights
causes locally or abroad.
To keep the awards timely, nominations should be limited to events or activities that have occurred
since May 1, 2023.
If you are nominating youth for participation in connection with a service agency, a letter on agency
letterhead, dated and signed by the agency's director must accompany the nomination form. Youth
Award nomination forms are available here.
All nominations must be received by Friday, April 5, 2024. Late nominations will not be accepted.
The Lens Series
3/26/24, 4:39 PM The Lens - March 2024
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The Lens Webinar Series is a monthly complimentary program offered by the Office that expands
conversations on equity, inclusion, belonging, and access.
April – Why Are They So Loud?
This workshop on Thursday, April 18, 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, 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.
To register visit this link. Registration is limited to the first twenty-five available slots.
May - The Indian Caste System in the U.S.
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% 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 on May 16 is essential for those engaging with these communities to
gain insights into navigating these complex cultural dynamics.
Preregistration is required. You can register at this link.
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.
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