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DEI work needs to evolve into a movement that INVITES and INSPIRES everyone to take responsibility and heal the parts of themselves that create harm through biases.
As a practitioner, I am committed to unraveling the impact of bias on individuals, organizations, and systems and facilitating practices and methods that humanize and support growth. I've learned there isn't room for shame, punishment, or calling people out as a tool to create change. People change when they feel safe and are in a relationship with others.
COMPASION, CONFIDENTIALITY, KINDNESS
DEI WORK NEEDS TO CONSIDER EVERYONE'S SAFETY
Conflict and polarization are at an all-time high. Political, social, medical, workplace and environmental events have triggered collective trauma, escalated our uncertainty, and taxed our resilience and understanding. The distance between us and our neighbors, family members, coworkers, and staff continues to grow while outrage, confusion, and fear drive us into seemingly immovable positions and deeper isolation. The world has never been more technologically connected or disconnected at a human level.
So, how can we create safe, meaningful connections?
So the first thing is to realize that if we are to solve severe problems of our survival as a species, we have to be safe enough with others to enable our problem-solving capacities to be expressed. That if we are frightened and scared, we cannot contribute. That's our paradox."
- Stephen Porges, PhD
Wicked Bridges
Why Wicked Bridges?
A bridge connects two distant places in a way that makes traversing the expanse much easier and safer. Sometimes those bridges are well-engineered and sometimes they are more nerve-racking.
Dr. Kyle Whyte, a professor at Michigan State University, coined "wicked problems" to identify issues so complex they are difficult to define, much less solve. In many cases, attempting to name the issue can create additional conflict – think poverty, global warming, racism, or workplace discrimination.
Wicked Bridges is designed to span difficult issues and disparate groups in ways that bring them closer. With a varied and expansive wealth of experience, Wicked Bridges brings people together to solve wicked problems intentionally, whether in the community, corporate, or nonprofit. We help clients understand the intersectionality of racism, sexism, classism, and/or poverty and view issues from multiple lenses. Our work seeks to end the guilt/blame dichotomy and helps to create new solutions and opportunities based on dignity, compassion, and engaged listening.
When hiring a DYI consultant, coach, or thought partner, explore their experience leading individuals and groups through a change process.
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Have they done this within the organization or from outside the organization?
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What is their lived experience in addressing their own biases?
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Have they had success in addressing their own biases?
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How do they relate to those who continue to express bias towards groups that they, themselves, have addressed?
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Do they meet people where they are, or are they judgmental about those who haven’t done as much work on their de-biasing?
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What strategies and examples can they provide?
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Are their methods based on woundedness, shame, or power, or are they based on compassion, grace, repair, accountability, and shared humanity?
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