Scene One: January 23, 2007:
Leaning into our discomfort around inclusion
Exercise Three: Vicious and Virtuous Circles
Vicious Circles of Exclusion follow this pattern:
- Diversity forces me to recognize that mine is not the only way
- And when divergent views meet
- I feel fearful and believe someone loses
- Which puts me
- In an untenable position
- So I increasingly
- Avoid encounters with difference
- Because
- Diversity forces me to recognize that mine is not the only way
Virtuous Circles of Inclusion follow this pattern:
- Inclusion allows me to know other to know other ways of being in the world
- And when divergent views meet
- Creative collaboration and innovation result
- Which enables
- Me and the organization to learn and grow
- So I increasingly
- Seek out and embrace difference
- By creating environments of
- Inclusion which allows me to know other ways of being in the world
What is it that your organization is doing that is a vicious circle? What is it that you are doing that is a vicious circle?
How can you transform this vicious circle into a virtuous circle?
First:
Establish your true intention
How can your true intention transform your vicious circle into a virtuous circle?
Example:
Your manager always includes the same few people on planning committees. These people have all been with the company over 10 years. Their kids go to the same school. They golf after work. You are new to the company, you don't have kids, and you are never asked to participate in the planning committees.
Although you are not the cause of this vicious circle of exclusion, you can be a part of the transformation to inclusion.
First determine your intention: You want to be successful at this company and make an impact. Because this is your true intention you approach your boss with your own ideas and contributions and ask to be included in the next planning meeting. Maybe your boss will invite you and maybe he won't. But you have taken a step in the direction of your intention. Either way, you know you can recognize when you are on the receiving or giving end of vicious exclusion or virtuous inclusion.
Patti Digh and David Robinson of The Circle Project were the presenters for the first session, January 23, 2007, on inclusion and engagement in the workplace. Diversity and Inclusion Intentions are one of the main constructs of diversity and inclusion work.
Scene One was the first session of the 2007 NW Diversity Learning Series held in Seattle Washington, Life theater - Inclusion and Engagement: Challenging and Expanding My diversity Competency: Moving Beyond My Comfort Zone. The Series is organized by The GilDeane Group, publishers of DiversityCentral.com.