Diversity and Belonging
Diversity is a fact.
Inclusion is a choice.
Belonging is a practice.
“The starting point is keen awareness
of our own cultural roots, biases, beliefs, and worldviews.
When we know who we are,
then we can see others more clearly as human beings like ourselves
and appreciate the differences.”
Lawrence M. Brammer & Ginger Macdonald
Draw the Ellipses:
Do these values resonate with who I say I am?
Do these values align with my beliefs and behaviors?
PERSONAL
CULTURAL
PROFESSIONAL
VALUES
Personally I am...
Culturally I am...
Profesionally
I am...
My Key
Values are:
Write in the Ellipses:
PERSONAL
CULTURAL
PROFESSIONAL
VALUES
1. How did it feel when you were going through the exercise?
2. What did you learn about yourself?
3. Was any part of this exercise difficult to complete? Why?
4. What impact, if any, did this activity have on your self-awareness?
CULTURE can be defined in two ways:
Culture is the learned and shared
values, beliefs, and behaviors.
Culture is a group of interacting people.
PRIVILEGE can be defined as:
Privilege is not earned. It is usually not noticed, nor desired, by those who enjoy it's benefits.
The benefits granted to members of a dominant group solely for being members of that dominant group.
INTERSECTIONALITY can be defined as:
Examples of Intersectionality include: women of color, white men, working class people of color.
The concept that social group identities intersect to create a unique whole and thus need to be studied at their intersections.
“People are different around the world.
Their needs, however, are the same.
How they satisfy their needs is different,
and that is what we mean by CULTURE.”
-Jack Condon-
Cultural Sensitivity is defined as:
“The capability to generate increasingly more complex perceptions and experience of cultural difference.”
Bhawuk & Brislin
“Belongingness represents—and gives power and force—
to the concepts of diversity and inclusion.”
-Montrece McNeill Ransom-
Micro-agressions is defined as:
"A statement, action, or incident regarded as an instance
of indirect, subtle, or unintentional discrimination
against members of a marginalized group
such as a racial or ethnic minority."
Micro-invalidation is defined as:
“The downplaying of a person’s experience of a micro-aggression.”
"We are caught in an inescapable network of mutuality,
tied in a single garment of destiny.
Whatever affects one directly, affects all indirectly."
-Martin Luther King, Jr.-