"Why diversity awareness training?" I see that we as people simply struggle with our human differences and that we live, relate, and work so much better with each other when we learn that the “other,” the person or group that we think is not us, is us. One of the most exciting and meaningful things I find about diversity awareness work is when, from the most marginal person, perspective, or experi
ence, comes deeper connection, communication, and possibility. I see that our health, happiness, community, and sustainability rely on our ability to become more aware of diversity and how we can welcome everyone and all of life. My consulting and training experience are with non-profits including the Highlander Center, and BUILD; mental health organizations such as Contra Costa County Mental Health, and the National Alliance on Mental Illness; educational institutions such as UCS/Naropa University, and Radical Aliveness Core Energetics; and international groups including United Nations refugee health organizations (UNRWA) and a UN Refugee Women's College in Palestine, Independent Thought and Social Action in India, and corporate manager trainings in China. My diversity training is based upon the Process Work of Arnold Mindell, a multi-disciplinary approach to individual, group, and collective change. One of Process Work's main philosophies is Deep Democracy, the idea that all people, perspectives, and parts are needed. As a practice, Deep Democracy helps us to include all people and experiences that exist within a group. Special trainings for young people, teachers, and schools focusing on relationship/community building, conflict resolution, and diversity. Common training outcomes include:
* Better teamwork
* Enhanced connection and communication
* Greater leadership awareness with regard to power
* More welcoming environments
Testimonials:
“...Billʼs use of the Process Work gave the group a framework for engaging in rarely held conversations about racial pain. Bill Sayʼs work with Highlander advanced the context for racial healing...”
Ron Davis Racial Healing and Equity Coordinator Highlander Center
“...Without exception, people find him to be engaging, motivating, and sensitive to the different styles of learning that people utilize in the work place...Not only is he grounded and mindful in his own communication, he embodies a deep understanding of the issues that are inherent to a workplace that is diverse on a number of levels...”
Louise Monsour
Director of Clinical Training
Pacific Center
Berkeley, CA
FAQS:
Do we really need diversity training? In my view, diversity awareness is a fundamental ability for groups that want to welcome everyone, promote good working relationships and communication, and be truly adaptable. Can a diversity training really “deliver?”
An appropriate training should provide the right cultural, educational, and experiential mix with a timing and intensity that matches your groupʼs learning curve. Sometimes, what “delivers” for part of a group is not sufficient for others, or is “too much” for some. An inclusive
planning process can often create a training agenda suitable for most, if not all, of the group. What do you mean when you say ʻthe “other” is us?ʼ
The “other” is the person, group, or experience that we think is not us. However, people and life seem to be very interconnected. Quite often, we eventually find that we are very much like the “other.” Maybe not identical but in our own version quite similar. Also, itʼs simply very practical and helpful to practice “becoming the other” when faced with relationship problems and conflicts. Two potent benefits are greater understanding and decreased polarizations of conflict. Arenʼt we already “diverse” enough? In my view, a truly diverse group is one that practices diversity awareness. That is, it is one that notices differences, emerging phenomena, marginalization, rank issues, and has the willingness and ability to welcome and include everyone. Sometimes a group has diverse membership yet is unable to really welcome, integrate, and retain its members. Diversity awareness work helps develop the relationship ability and awareness that support outer forms of diversity. Why do some people dislike diversity training? Some diversity trainings are not "diverse" enough. The model, scope, or method can be too limiting, boxing people into categories and experiences that are stifling and oppressive. The training may be "off the shelf" and not related enough to the real needs of the trainees or group involved. Or, the training is too focused upon the "problem" of diversity and doesn't capture the excitement and potential that live inside of diversity as a larger phenomenon. Arenʼt there more urgent things to attend to? Diversity work is often seem as an optional capacity building endeavor. I see it as a fundamental element of collective life, a general area of human struggle, and an elemental way to create more connected, healthy, and sustainable life. Contact me for a free phone consultation
(510) 548-8703
bill@billsay.com
http://www.linkedin.com/pub/bill-say/6/5ba/812
