blandin community leadership program™
TRANSCRIPT
Blandin Community Leadership Program™
©Blandin Foundation
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9 Dimensions of Healthy Community
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SocialEconomic+
The Leader in Me by Stephen Covey et al
Seven Habits follow a progression…
Personal Victory
Public Victory
All of us!! white women, white men, black women, black men, latina, latino, asian women, asian men, native women, native men, heterosexual, homosexual, transgendered, women with disabilities, men with disabilities, married women, married men, single women, single men, young women, young men, older women, older men, jewish women, jewish men, muslim women, muslim men, protestant women, protestant men, Catholic women, Catholic men, atheist women, atheist men, diversity of thoughts, liberal, conservative. . .
Philando Castile... Immigration... Same Sex Marriage... Black Lives Matter…
Charlottesville, Va
What has the conversation around these topics done to our communities?
…Knowing, not every perspective will get us what we want
Diversity is…
The fact of human difference, that may make a difference – in how we interact…with one another, with communities, institutions, and with ourselves.
Diversity is…
The acknowledgment of all regardless of race, ethnicity, national origin, religion, age, sex, gender, sexual orientation, marital status, income level, ability, and many other of forms of diversity.
the EMERGENCE of
the DIFFERENCE in
our EXPERIENCE
Aoccdrnig to a rscheearch at Cmabrigde Uinervtisy, it deosn't mttaer in waht oredr the ltteers in a wrod are, the olny iprmoetnt tihng is taht the frist and lsat ltteer be at the rghit pclae. The rset can be a toatl mses and you
can sitll raed it wouthit porbelm. Tihs is bcuseae the huamn mnid deos not raed ervey
lteter by istlef, but the wrod as a wlohe.
“Context is EVERYTHING”
What is your context?
Race
Gender
Orientation
Religion
Ability Age
Poverty
Ethnicity
Implicit or unconscious bias refers subtle cognitive processes (e.g., implicit attitudes and
implicit stereotypes) that affect our understanding, actions, and decisions in an unconscious manner and without intentional
control.
Helping Courts Address Implicit Bias; National Center for State Courts and Race and Ethnic Fairness in the Courts
& Kirwan Institute for the Study of Race and Ethnicity
*unconscious mind outweighs conscious mind on a scale of 10,000,000 to 1
*Subconscious thought travels 800x faster and is 30,000x morepower than conscious thought.
“We see what we expect” Jack Divideo
Professor of Psychology Yale University
Implicit Bias formed four ways:
Developmental History Affective Experience
Culture The Self
Helping Courts Address Implicit Bias; National Center for State Courts and Race and Ethnic Fairness in the Courts
Whites to become minority by 2042!
By 2035, all regions of the state will become more racially and ethnically diverse!
Mankato Public Schools 2017
Fergus Falls Public Schools 2017
Willmar Public Schools 2017
Worthington Public Schools 2017
African Americans Asians Hispanics/Latinos Native Americans
B i l l i o n s Terry College of Business, University of Georgia
Minnesota is known as a state that works, but growing racial and economic inequality threaten its economic vitality. Embracing rising diversity as an asset and implementing a new growth model driven by equity—fair and just inclusion of all—will secure a prosperous future for all Minnesotans.
Equitable growth is the way forward.Minnesota’s leaders are taking important steps to change the odds for its communities of color. But more must be done to take innovative programs and business practices to scale. Here is the policy agenda to shift toward equitable growth:
1) Grow good jobs. Maximize the equity and growth returns from public spending and investment. Raise the floor on low- wage work. Leverage anchor institutions for economic inclusion. Expand business opportunities for people of color.
2) Prepare youth and workers of color for tomorrow’s jobs. Create cradle-to-career pipelines for vulnerable youth.Connect workers to high-growth industries. Train workers to fill vacancies left by retirees.
3) Dismantle racial barriers and expand access to opportuni-ties. Assess the racial and economic impacts of all policies. Proactively create inclusive institutions and companies. Reduce health inequities. Build communities of opportunity throughout regions.
Minnesota’s Tomorrow:Equity Is the Superior Growth Model
Between now and 2040, 74% of Minnesota’s population growth will come from people of color.
Share of Population Growth Attributable to People of Color, 2010 to 2040
All growth attributed to POC 75% to 99% 50% to 74% 25% to 49% 1% to 24%
51% of Minnesota jobs will require an AA Degree or higher in 2020, and only 33% of Latino, 25% of black, and 20% of Hmong and Native American Minnesotans have this level of education.
Share of 25-64 Year Olds with an Associate’s (AA) Degree or Higher, 2006-2010
AA or higher Less than AA
WhiteLatinoBlack
Native Amer.Hmong
Estimated Increase in Minnesota’s GDP if Racial Income Gaps are Closed
2011
16.4B
2015
18.3B
2040
?
Minnesota is becoming more diverse. Racial and economic inclusion are necessary for Minnesota to compete and grow.
Read the report: www.policylink.org/MNEquity
For more information, contact Jennifer Tran: [email protected]©2014 PolicyLink. All rights reserved.
What excites you about our changing landscape?
What challenges you about our changing landscape?
Walter Lippmann Political Columnist“First we LOOK, then we NAME, and only then do we SEE.”meaning until we learn the symbols of our world, we cannot understand our world…
Human beings don’t respond to stimuli, they respond to their definitions of those stimuli as mediated by their culture…
What is your culture?
Culture is…
90%
Who to save?
10%
Culture is…
Not the sole possession of race, ethnicity, nationality Exchanged in every person to person interaction Learned not Inherent The set of shared norms, ideas, beliefs, values and
practices of a group… “Shared” is created, negotiated then navigated!
Is not first encountered when meeting someone of a different race, ethnicity or nationality
Cultural Competence
In the abstract
The ability to interact effectively with people of different cultures. Cultural competence comprises four components: (a) Awareness of one's own cultural worldview, (b) Attitude towards cultural differences, (c) Knowledge of different cultural practices and worldviews, and (d) cross-cultural skills. Developing cultural competence results in an ability to understand, communicate with, and effectively interact with people across cultures.
Cultural Competence
The Cultural Competence Spectrum Knowledge, Sensitivity, Awareness, and Praxis
Knowledge is familiarizing ourselves with selected cultural characteristics, history, values, belief systems and behaviors of our ethnic group and other ethnic groups
Sensitivity is knowing that cultural differences as well as similarities exist without assigning values to these cultural differences
Awareness is developing sensitivity and understanding of another ethnic group
Praxis is permanently incorporating this into your systems policies, procedures and practices.
Cultural Competence
The Cultural Competence Spectrum
Knowledge Sensitivity Awareness Praxis
Cultural Competence
In an operational setting
A set of congruent attitudes, behaviors, and policies that come together in a system, agency, or among professionals and enables that system, agency or those professionals to work effectively in cross cultural situations.
“Commons”
Cultural Competence is the basis for creation of “Commons”
A set of congruent attitudes, behaviors, and policies.
Understandings Agreements Procedures
“C o m m o n s”
Interpreters are critical and necessary
We will use trained interpreters
Will not allow minors or untrained interpretation
Race matters in thejudicial system
We will try to mitigateimpacts of race
Perform a RacialAssessment on cases
Understandings Agreements Procedures
“C o m m o n s”
Cultural Competence as a Skill Set is…
A willingness to learn and listen Being welcoming and dropping defenses Asking rather than assuming Becoming comfortable making honest mistakes Permanently changing how issues are communicated and approached Not simply valuing diversity, but a more active educational effort
