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stage: avoidance

Organizational Characteristics:

  • Monocultural, echoing the culture of those holding power.

  • Discussions about difference are prohibited.

Common experiences of people with identities not matching those in power:

  • Participation entirely at the 'mercy' of those holding power.

  • Devalued and/or disparaged as individuals or members of group(s).

Common perspectives of people with identities that match those in power:

  • Avoid discussing Diversity, Equity, and Inclusion.

Sound Familiar?

Organizational change will only occur through conversations and dialogs about difference and/or leadership doing individual work outside and bringing it inside.

Here are some curriculum modules that will help move the organization forward:

  • Ladder of Inference

  • Initial Participation Model

  • The Brain’s Selection Process

  • Learning Zone Model

  • Social Identity Flowers and Wheels

  • Inclusion Framework

  • Investigate own Marginalization

  • Interpersonal Assessments

We would definitely avoid these curriculum modules:

  • Privilege

  • Allyship

  • Levels Thinking

  • Judgement

  • Implicit Bias

Some characteristics of organizations in this stage can include intentional, overt exclusion of people is present within the organization, including public enforcement of the exclusionary status quo. Formal policies, practices, and decision-making systems are established by members of the single dominant group. Change only occurs when the dominant group is served.

Traditionally marginalized group members suppress certain parts of their own identity to fit the mold defined by the organization. They feel segregated and excluded in mission, policies and procedures.

Individuals from traditionally dominant groups deny oppression exists and/or overtly discriminate against others. Will only support change if it directly benefits them individually.

This free assessment is simply a tool to see where your perception of your group or organization is on our model of Diversity, Equity, and Inclusion. It includes topics to focus on for workshops, as well as topics that may not work for you. For a more in-depth assessment, you can contact us for more. We would love to join you on your DEI journey!

What can be helpful

Active listening, making active observations, discussing judgements and judgement words, creating group norms, talking about using "I" statements, implicit bias, and more! 

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