From The Blog

What’s Behind Diversity, Equity and Inclusion Work?

Dominant Culture: Who is Considered Normal, and Who is Diverse?

In our culture, there are dominant narratives that create a narrow box of what is “normal”, which is called dominant culture.  Everyone falls outside of that “normal” box sometimes- perhaps because of how we look (my skin color, how large, small, masculine or feminine I present), what skills we have (if I can dance, play basketball, write well), or how systems are structured (if I can get a bank loan to buy a home, if my teacher calls on boys more than girls during class, if I get pulled over or arrested more than my white counterparts).

Diversity, Equity and Inclusion (DEI) work begins by acknowledging different types of diversity, and what causes the difference.  Most of our Becoming an Antiracist Organization trainings begin with our trainers introducing ourselves by sharing a way that we have been perceived as “different” or “diverse” from the dominant culture.

Diversity, Equity and Inclusion Training: Mom was Right — I am Special!

Our differences can make us unique, special, and talented.  They can also   double as targets on our backs that marginalize us, oppress us, and prevent us from fitting in.  Throughout our trainings we are doing the work of calling out, inviting in and naming ways that our psychological, physical and social differences impact how we feel, act and show up in the world.  Whenever a participant shares an experience of a time they felt different, this act of vulnerability should ideally melt the hearts of those listening.

Diversity, Equity and Inclusion: If I Have to “Fit in” to Belong…I’m Leaving.

When we think about inclusion, we imagine the act of creating environments in which any individual or group is welcomed, respected, supported, and valued to fully participate and bring their full, authentic selves.

We all want to be fully included wherever we go.  Brene Brown says fitting in is the opposite of belonging.  We create a sense of belonging when our full selves are acknowledged and accepted wherever we go.  The act of fitting in requires sorting through parts of ourselves, figuring out what fits and what doesn’t, and contorting ourselves into the mold of what we deem acceptable.

The concept of race neutrality is the belief that race is not an active player in creating conditions that exclude some, and include others.  But if that’s true, why is it so hard to talk about?

The way to get to inclusion is by naming diversity, the parts of us that we want to celebrate, but also the parts of us that get marginalized and excluded — perhaps because of gender, physical ability, mental health, race, age — so many reasons!  In my years of doing diversity and equity training with groups, stories of difference can sometimes trigger participants.  For example, when someone shares a painful experience that expresses deep hurt but also triggers feelings of blame, shame or defensiveness on the part of other participants — especially those in leadership.  Or if someone shares an experience of being marginalized and a different participant feels irritated by another “sob story”.

The point is not to create an oppression Olympics, with diverse groups vying for all the resources and attention, but to recognize that a culture that holds up a dominant ideal of what fits ultimately doesn’t work for anybody.

Racial Equity: So Whose Rights are We Going to Prioritize?

diversity equity and inclusion

When we think about equity, we can define it as The guaranteed fair treatment, access, opportunity, and advancement of all and the simultaneous effort to identify and eliminate barriers that have prevented the full participation of some groups.   Sometimes, it’s hard to move beyond equity, because once you consider the myriad of ways that people are different and feel excluded … the pathway to equity can feel overwhelming.

In our Becoming an Antiracist Organization initiative, we acknowledge that the journey to discovering solutions is collective, and riddled with complex experiences.  For example:

  •     Sometimes doing this work brings out conflicting emotions.  People desperately want to do the right thing, but also worry about saying the wrong thing
  •     Sometimes the person who has experienced a particular marginalization feels exhaustion from having to share, explain or even prove it to those having a more privileged experience
  •     Sometimes the fragility of privilege makes it painful for white leaders or men or straight people to acknowledge how their privilege creates invisible supports for them to succeed, while leaving others behind

Nothing can be shifted if not properly acknowledged. Our approach to Antiracism begins with visualizing all the complexities and simultaneous priorities that this work unveils.

For more information, check out the Becoming an Antiracist Organization Initiative.

Did you enjoy this article? share on:
more from the blog
How To Support Racial Equity in the Workplace
How To Support Racial Equity in the Workplace

The recent racial justice movement in our country gave particular light to injustices caused to black, brown and indigenous communities.  This gave rise to organizations everywhere asking themselves – are we racially inclusive?  Where do our workplace practices create disproportionate stress on my non-white staff?  To help organizations reflect on these questions, we launched our Becoming an Antiracist Organization initiative.

read more
LO

Lisette Ostrander

Director of Education at Beyond Differences

SW

Sarah Wan

Executive Director at CYC

PP

Priscilla Parchia

Program Manager, Expanded Learning

AM

Ay'Anna Moody

Director, Social Impact & Generation Thrive

RL

Rodd Lee

Assistant General Manager, External Affairs

EG

Erin Gutiérrez

Director of Learning & Development

AB

Ariana Bayer

Manager of Family Programs

PC

Pam Connie

JN

Jill Nielsen

FC

Felix Caraballo

PMB

P. Marcia Brown

DG

Deanna Grant-Curtis

CW

Carla Williams-Namboodiri

Profesora de Inglés y Humanidades, Escuela Bilingüe Internacional Middle School English and Humanities Teacher

MAT

Mei Ann Teo

Assoc Artistic Director, Director of New Work, Oregon Shakespeare Festival

A

Anonymous

A

Anonymous

A

Anonymous

A

Anonymous

A

Anonymous

A

Anonymous

A

Anonymous

A

Anonymous

What Folx SayWhat folx (people of all genders) say about our work:

I am the Director of Education for Beyond Differences. I worked with Fong in the late summer/ fall of 2020. Fong coached me as I prepared to launch an educator cohort series in NYC and FL for close to 70 educators. My primary goals were to build an intentional learning community, support Read More

LO

Lisette Ostrander

Director of Education at Beyond Differences

What Folx SayWhat folx (people of all genders) say about our work:

When developing capacity for my team of 100+ staff, Be the Change Consulting is our go-to organization. Whether I need guidance for our newly hired direct service staff or non-profit veterans from our leadership team, I trust in BTCC to offer the groundwork to address all our needs. They Read More

SW

Sarah Wan

Executive Director at CYC

What Folx SayWhat folx (people of all genders) say about our work:

We have been using the Building Intentional Communities Curriculum for a decade now and continue to come back for more curriculum, more PD, and support. We have continued, renewed, and recommended BTCC’s services because they are exactly what our communities need. Thoughtful, communal, Read More

PP

Priscilla Parchia

Program Manager, Expanded Learning

What Folx SayWhat folx (people of all genders) say about our work:

This year we were excited to partner with Be the Change Consulting, Hellman Foundation and the Walter & Elise Haas Senior Fund to launch a virtual training series just as the pandemic hit and the shelter in place order was announced. We wanted to offer relevant and responsive training and Read More

AM

Ay'Anna Moody

Director, Social Impact & Generation Thrive

What Folx SayWhat folx (people of all genders) say about our work:

Dynamic…diverse…engaging…extraordinary…innovative…inclusive. Those are just a few terms that describe Be the Change Consulting.

Their team of highly skilled professionals, exceptionally led by Sangita Kumar, assisted BART with extensive outreach and in-depth engagement with Read More

RL

Rodd Lee

Assistant General Manager, External Affairs

What Folx SayWhat folx (people of all genders) say about our work:

Be the Change Consulting has been a key partner over the years providing training and support that tends to both content expertise and humanizing processes. The workshops are engaging, thought-provoking, and grounded in the latest academic research, and I most appreciate that their facilitators Read More

EG

Erin Gutiérrez

Director of Learning & Development

What Folx SayWhat folx (people of all genders) say about our work:

Participating in Be The Change Consulting’s Antiracism capacity building series has supported tremendous growth for me professionally through the development of an anti-racist perspective and actions, from big picture project goals and assessments all the way down to how our team opens Read More

AB

Ariana Bayer

Manager of Family Programs

What Folx SayWhat folx (people of all genders) say about our work:

Excellent and I attend a LOT of these training sessions. Well organized. Clear and courageous content.

PC

Pam Connie

What Folx SayWhat folx (people of all genders) say about our work:

I really appreciated the hands on skills at the end of the session.
Very engaging and extremely informed – presented material in an accessible and interesting manner.

I would recommend at least 3 hours for this training.

JN

Jill Nielsen

What Folx SayWhat folx (people of all genders) say about our work:

It’s a different facilitation style that you have but I can see how it works. It’s a much more human experience, rather than a student teacher discussion. I’m impressed.

Great Job.

FC

Felix Caraballo

What Folx SayWhat folx (people of all genders) say about our work:

Thank you for demonstrating your passion: Be The Change; was evident. I appreciate the copy of the PP.

PMB

P. Marcia Brown

What Folx SayWhat folx (people of all genders) say about our work:

I love this organization. Their curriculum is some of the best I’ve ever used! Tried and true.

DG

Deanna Grant-Curtis

What Folx SayWhat folx (people of all genders) say about our work:

I adapted the Lemonade activity from your Ice Breakers and Team Builders to Build Social-Emotional Skills for my advisory yesterday. Used the watering pot like a spin the bottle. After saying something they wanted to wash away from the week, they sprinkled water onto the classroom plants. I ❤ Read More

CW

Carla Williams-Namboodiri

Profesora de Inglés y Humanidades, Escuela Bilingüe Internacional Middle School English and Humanities Teacher

What Folx SayWhat folx (people of all genders) say about our work:

I am taking away the way that capitalism and racism are inextricable in causing our micro and macro aggressions against each other. I’m sitting deeply with how the sense of urgency stems from perfectionism and also how it perpetuates how we treat each other as cogs in the wheel instead of Read More

MAT

Mei Ann Teo

Assoc Artistic Director, Director of New Work, Oregon Shakespeare Festival

What Folx SayWhat folx (people of all genders) say about our work:

Appreciate y’all Aminta & Thomas! I wish we could combine our collective superpowers in facilitating.

A

Anonymous

What Folx SayWhat folx (people of all genders) say about our work:

It was really helpful to have to say the actual words. Because it highlighted an issue that could have easily been glossed over- Thank you group.

A

Anonymous

What Folx SayWhat folx (people of all genders) say about our work:

Thank you all for an amazing learning experience.

A

Anonymous

What Folx SayWhat folx (people of all genders) say about our work:

Thank you so much. These strategies are really helpful and actionable!!

A

Anonymous

What Folx SayWhat folx (people of all genders) say about our work:

Thank you for this extremely enriching experience!

A

Anonymous

What Folx SayWhat folx (people of all genders) say about our work:

Thank you for a great session. This has been really informative and helpful.

A

Anonymous

What Folx SayWhat folx (people of all genders) say about our work:

Thanks y’all. I am leading a capacity building cohort of 49 orgs. I am definitely going to share your info with them and explore with the foundation partners funding options for this work. Thank you!!!!! Love all of it 🙂

A

Anonymous

What Folx SayWhat folx (people of all genders) say about our work:

Facilitating techniques are great. They are great!

A

Anonymous

Join Our Community

Our monthly newsletter inspires change.

Newsletter Signup

Let’s Connect

Are you ready to be the change?

Menu

410 12th St. Ste. 200
Oakland, CA 94607

Other Checkout Options
My cart
Your cart is empty.

Looks like you haven't made a choice yet.

Skip to content