We believe that all people make up one humanity.
We facilitate workshops dedicated to bringing awareness to inequity
with the goal of understanding and embracing inclusiveness, dignity and respect of all humans.
Why is Inclusion, Diversity, Equity & inclusion learning in the workplace is practicalInclusiveness leads to better productivity, motivation, retention, sense of self-worth and purpose. It creates a more equitable environment, where humans are equal in status, ability, participation, dignity and respect.
What DEI awareness isn't
Accusing participants of being racist or unaware of issues around
un-inclusiveness, dominance, power, racism and indignities. Sometimes being part of DEI workshops, one can feel they are being accused of something (not caring, faulty thinking). This is not the goal of DEI information sharing. What's important is that that participants feel comfortable asking questions while also understanding the concept of seeing others' through their lens without judgment or bias. This takes practice and patience, but it's doable and rewarding.
Bias starts working as soon as we're born. Everything we see, touch, smell, hear and mimic is part of the bias evolution process. As adults it can be difficult to unravel these perceptions of people and groups, which have taken years to form. When learning about human rights infractions, oppressed people and racism, it's good to consider when and where a bias started in your life and why. It's then that new information can be heard and processed.
Overview of EID WORKSHOPS
The Power Flower & Social Location - Dominant groups vs.
non-dominant groups
The Power Flower is a 16-category breakdown of one's social location based on the degree of privilege and intersectionality throughout one's life (dominant groups/non-dominant groups. Some people score 5/16 and other 15/16. The higher the score, the more power, privilege and access to resources a person possesses. Those with a lower score tend to have less power and privilege and access to resources. Learn how these scores impact humans and their life journeys.
Intersectionality Doesn't everyone have multiple dimensions to their identity? Human identities overlap, meaning a person can be gay, black and a woman. Intersectionality is a framework for understanding how aspects of a person's social, biological and political identities are blended, which can lead to multi-layered experiences with discrimination, racism, othering and lack of services provided to those with privilege.
The "Compliment" and other uninvited behaviorThe workplace can be a scary and intimidating place for some employees
The #MeToo movement has shone a very bright light on workplace sexual harassment, micro-aggressions, inappropriate conduct and awkward, uninvited “compliments.” This doesn’t apply only to women – it’s across the spectrum of employees and management. How does Human Resources or senior management deal with accusations of sexual harassment and inappropriate advances?
When you’re the boss there is an expectation that you don’t treat your staff as potential love interests. A leader of any stripe has power over others, which if not kept in check can harm people and ruin careers. Bosses should not be flirting with staff in any form. If they find an attraction developing, there needs to be a resource in place for management to discuss their situation to help avoid disruption among staff. This workshop will dissect and discuss the ramifications of workplace attractions, inappropriate behavior and policies.
Me for A Day
What is it like to feel un-included in a family, social setting or job? what about waking up every day knowing you potentially face racism, indignities and hate crimes? Through a group activity, discuss how this may affect one’s motivation and sense of self-worth around education, social and career aspirations. Get a sense of how people internalize the stereotyping they’re faced with at every corner of society and in the Canadian workforce, government, healthcare and education.
This activity takes a hard look into oppression and the life of someone with less privilege than others.
ISMs
How a person dresses, the colour of their hair, a person’s body size, abilities and where they were born all contribute to collective isms which create biased assumptions. Some isms: Lookism, Ableism, Sexism, Speakism, Nativism, Colourism, Racism, Sizeism. Being aware of ISMS at first glance or first impressions is helpful. You can ask yourself, why am I thinking or assuming who is this person is or what they represent? It helps to remember that everyone is human just like me. Are there differences among humans? Yes, of course, however we all meet somewhere similar in the realm of intersectionality.
Stereotyping
If five people are in a room can a general assumption about the character of those five people be determined? No, of course not. The only commonality is that they are all humans. Stereotyping starts when we're children. We learn it from our primary caregivers, other kids, at school, from our friends' parents, from books, magazines, social media, movies and TV shows and advertisements, white supremacy groups and individuals, bullying and hate crimes. We see it in newspaper headlines and our immediate living situations in neighbourhoods.
Othering
"Othering” refers to the process where an individual or groups of people attribute negative characteristics to other individuals or groups of people that set them apart as representing that which is opposite to them." Learn how othering impacts humans when dominant groups, through negative messaging, stereotypes and propaganda can lead to hate and violence.
Contact us to learn more and book a workshop
Workshop format: Delivered via Zoom (interactive format)All of the above topics can be formatted for a on-hour workshop. Discussion is encouraged as are questions and thoughts.
Lunch & Learn workshop: One hour for one topic
Half-day workshop: 9:30 am-12:30 pm three topics (or over two days)
Email: Michelle.Edmunds@gmail.com
We're flexible with time slots.
About the facilitator:Michelle has been facilitating diversity and inclusion workshops for over a decade. She has a diploma in Human Services Counselling, specializing in Mental Health. Her introduction to inclusion at work was while she worked for a large telecom company in 1995 – back then it was called Sensitivity Training. Now she facilitates the Power Flower and other areas of Equity & Inclusion discussions in an academic environment and to various organizations.
She has learning certificates in Trans-Inclusion, Anti-Racism/Oppression, Sexual Violence Against Women and has studied Social Psychology and Diversity & Inclusion.
Interest in equality, human interaction and oppression propels Michelle to keep learning new theories and tools aimed at understanding and removing human biases, barriers and labels. A favourite quote she heard at a diversity conference: “Humanity is One.”
