We write weekly on the issues that are top of mind for us as we do the work of driving equity, shifting culture and co-creating inclusion with our clients. To receive these posts via email, join our free weekly email series, Self-coaching for DEI advocates and leaders.
We often hear about the damaging impact of silence from staff more deeply impacted by systems of oppression within our client organizations. Silence equates to lip service, failed allyship, cowardice, lack of engagement, lack of caring, lack of commitment, lack of safety, leaving the burden of the work to those less aligned with power and more.
Read MoreSummer vacation already seems like a far away dream, but having gone into August with the intention of vacationing differently, I wanted to make sure I reported back before it receded into the distance altogether.
Read MoreIt is interesting to me how defensiveness functions in an environment where the goal is to shift towards equity and inclusion. Defensiveness is a natural and human reaction, but it often functions in the exact opposite way than we intend and would like.
Perhaps within a hierarchical environment, defensiveness helps us maintain power by shutting down feedback or criticism that feels like an attack. We maintain credibility and trust by being able to shoot down other perspectives, thus proving ourselves to be “right.” In academia, you are expected to literally defend your thesis. It’s a pretty standard format in debate, courts of law, art school critiques and… well, pretty much everything.
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