O slideshow foi denunciado.
Utilizamos seu perfil e dados de atividades no LinkedIn para personalizar e exibir anúncios mais relevantes. Altere suas preferências de anúncios quando desejar.

Ally Skills Workshop - Handout

As museums adapt to an increasingly diverse society, they need methods for taking action against both individual and systemic biases. Rather than expect those who are targeted to effect change in isolation, the Ally Skills Workshop provides techniques for staff, management, and board members to join in shaping a more equitable and inclusive museum culture.

  • Entre para ver os comentários

  • Seja a primeira pessoa a gostar disto

Ally Skills Workshop - Handout

  1. 1. Ally Skills Workshop resources My info: Dr. Sheila Addison drsaddison@gmail.com http://www.drsheilaaddison.com This is a resource for people who want to have a conversation about diversity and inclusion without unintentionally saying something harmful. It also includes some references for further reading if you'd like to know more about any particular subject.  Privilege: an unearned advantage given to some people but not all  Oppression: systemic, pervasive inequality present throughout society that benefits people with more privilege and harms those with fewer privileges  Target: someone who suffers from oppression  Ally: a member of a social group that enjoys some privilege that is working to end oppression and understand their own privilege Terminology  If you’re unsure what terms to use in order to avoid being offensive, just ask!  Cis: your gender is the same as the gender that was assigned to you at birth  Trans: your gender is different than the gender that was assigned to you at birth  Non-binary or genderqueer: “male” or “female” doesn't describe your gender accurately  Terms to use to refer to groups of people of particular genders: men, women, non-binary people/folks, cis men/women, trans men/women, people of all genders, folks, people, everyone,all,y'all, all y’all…  Use straight, gay, lesbian, bisexual/pansexual (attracted to people of all genders), asexual (little or no sexual attraction to anyone). Queer: catch-all term for anyone who is not a straight cis woman or man (be mindful of your audience)  Use Wikipedia to find preferred terms for racial or ethnic groups  Avoid abbreviated forms of names of racial or ethnic groups  Use people of color, white, Black, Latina/Latino/Latinx, Asian, Asian & Pacific Islander (API), south Asian, east Asian  For indigenous North American peoples, use specific tribe name if possible, otherwise: o Native Americans for indigenous peoples of mainland U.S. o First Nations for indigenous peoples of Canada o Native Hawaiians for indigenous peoples of Hawaii o Alaskan Natives for indigenous peoples of Alaska o Indigenous peoples of Mexico  Describe body size using neutral descriptions: higher weight, lower weight, larger body, smaller build, medium size, etc.  Use abled person, disabled, or person with disabilities. Use accessible, not
  2. 2. “handicapped” (parking space, bathroom, etc.)  Only use respectfully in cases of self-disclosure: ADD/ADHD, autism spectrum, schizophrenic, bipolar, etc.  Use "undocumented immigrant"  Use only with permission if you’re an outsider: fat, queer, crip, American Indian Terms not to use in this workshop  "Girls" for women 18 years of age and over  "Females" for humans - used for animals and plants too  "Guys" for groups that are not all men  "Ladies" - associated with "proper" (i.e., subservient) behavior  "Transsexual" - not inclusive of all trans people  "People with [BODY PART or CHROMOSOME]" instead of "men" or "women"  "Ethnic," "urban," "inner city" to mean people of a particular race or ethnic group  "Lame," "dumb," "retard," "stupid," "crazy," etc. - instead use "foolish," "wild," or a specific adjective like "crowded" or "disorganized"  Don't use names of specific disabilities as metaphors or similes to indicate badness  Don't use medicalized or value-judgement terms for body size like "healthy weight," "obese," "struggles with his weight", "normal weight," "overweight"  Don't use "illegal immigrant," "illegal alien," or "illegals"  Speak respectfully about religious or spiritual beliefs, with the exception of any bigotry or intolerance that is part of those beliefs  Don't use stereotypes about working class people (e.g. janitor), adults of particular ages, people with family roles (mother, grandparent, etc.), or caregivers  Don't use "politically correct" in a serious or literal way - it is a derogatory label created to criticize and deride the concept of "treating people with respect" Workshop discussion guidelines  You may leave or return at any time, for any reason, without explanation  Please don’t repeat sensitive things, or anonymize them if you do  Focus on what an ally can do in this situation, not the target  Avoid rules-lawyering -there are no trick questions  Speak respectfully about religious or spiritual beliefs Guidelines for responding to oppression  Be short, simple, and firm  Humor usually backfires, avoid it  Pick your battles  Play for the audience  Practice simple responses  Don't be sexist, homophobic, transphobic, racist, ableist, classist or make fun of people for being sexually undesirable, unattractive, etc. Guidelinesfor future ally work  Don't expect praise and credit for fighting inequality  Follow and support leaders from target groups
  3. 3.  Assume people from target groups have more knowledge about their oppression and wait for invitation to help or explain  Follow your discomfort - if something makes you feel bad, find out more and understand why before reacting  When you make a mistake, apologize and move on Resources We are often asked for the simple cheat sheet of things not to do or say. This does not exist! Part of supporting marginalized groups is making a continuous, on-going effort to educate yourself and change your behavior. Here are some resources to help with this:  http://www.suffolk.edu/campuslife/27883.php A dictionary of social justice terms.  http://www.glaad.org/reference/transgender A guide to writing or speaking about transgender people or issues.  The Wikipedia pages on names for racial and ethnic groups are remarkably useful.  https://everydayfeminism.com/2015/08/size-discrimination-facts / Information on body size discrimination  https://en.wikipedia.org/wiki/Paradox_of_tolerance Useful explanation of why a tolerant culture must be intolerant of intolerance (a favorite troll argument).  http://geekfeminism.wikia.com The Geek Feminism Wiki is an intersectional feminist resource for questions related to women in geek fields.  http://adainitiative.org/ The Ada Initiative has specific advice in the areas of running conferences, codes of conduct, and areas relevant to women in open technology & culture.  http://captainawkward.com/ The Captain Awkward advice blog has great tips for how to say uncomfortable things to people, enforce boundaries, and similar skills.  https://danceswithfat.wordpress.com/blog/ The Dances with Fat blog explains what’s wrong with how our culture talks about body size and includes specific advice for allies.  http://geekfeminism.wikia.com/wiki/Charles%27_Rules_of_Argument Charles’ Rules of Argument are useful to avoid wasting your time and energy.  http://geekfeminism.wikia.com/wiki/Tone_argument Resources for identifying and responding to the tone argument (hint: usually involves the word "tone").  https://frameshiftconsulting.com/speaking/#meeting Effective and just meetings have people filling four specific meeting roles: gatekeeper, facilitator, note-taker, and timekeeper.  http://nyupress.org/books/9781479835454/ What Works for Women at Work: Four Patterns Working Women Need to Know by Joan C. Williams and Rachel Dempsey  http://www.sirc.org/publik/drinking4.html How societal attitudes affect response
  4. 4. to alcohol.  http://biasinterrupters.org/ Specific bias interrupting techniques for the workplace.  http://www.isshamenecessary.com/ How to use shame ethically and effectively in the service of social justice. Relevant papers and articles  "Does valuing diversity result in worse performance ratings for minority and female leaders?" by David Hekman, Stefanie Johnson, Wei Yang, Maw Der Foo http://amj.aom.org/content/early/2016/03/03/amj.2014.0538.abstract  "Research: Vague Feedback Is Holding Women Back" by Shelley Correll and Caroline Simard https://hbr.org/2016/04/research-vague-feedback-is- holding-women-back  "The one word men never see in their performance reviews" by Kathleen Davis http://www.fastcompany.com/3034895/strong-female-lead/the-one-word-men- never-see-in-their-performance-reviews  “Assessing the Attack Threat Due to IRC Channels” by Robert Meyer and Michel Cukier (gendered nature of harassment on IRC) http://cdm16064.contentdm.oclc.org/utils/getfile/collection/p266901coll4/id/655/fi lename/617.pdf  "Alcohol and Inclusivity: Planning Tech Events with Non-Alcoholic Options" by Kara Sowles https://modelviewculture.com/pieces/alcohol-and-inclusivity-planning- tech-events-with-non-alcoholic-options  "Inclusive offsites" by Sara Smollett, et al. http://geekfeminism.wikia.com/wiki/Inclusive_offsites  "What Google Learned From Its Questto Build the PerfectTeam" by Charles Duhigg (psychological safety) http://mobile.nytimes.com/2016/02/28/magazine/what-google-learned-from-its- quest-to-build-the-perfect-team.html  "No more rock stars: how to stop abuse in tech communities" by Leigh Honeywell,Valerie Aurora, and Mary Gardiner https://hypatia.ca/2016/06/21/no-more-rock-stars/  "The Al Capone Theory of sexual harassment" by Leigh Honeywell and Valerie Aurora https://qz.com/1043588/the-al-capone-theory-of-sexual-harassment- can-help-silicon-valley-stop-hiring-horrible-people/  "A post-election guide to changing hearts and minds" by Valerie Aurora https://captainawkward.com/2016/11/21/guest-post-a-post-election-guide-to- changing-hearts-and-minds/  "How to Respond to an Offensive Comment at Work" by Amy Gallo https://hbr.org/2017/02/how-to-respond-to-an-offensive-comment-at-work  "Want to Hire More a More Diverse Set of People? Raise Your Bar" by Joelle Emerson https://medium.com/inclusion-insights/want-to-hire-more-diverse- people-raise-your-bar-b5d30f91cbd9
  5. 5. Slides and handout  The slides & handout are available at: http://frameshiftconsulting.com/ally-skills- workshop License and attribution The Ally Skills Workshop materials are available under the Creative Commons Attribution-ShareAlike 4.0 Unported (CC BY-SA 4.0) http://creativecommons.org/licenses/by-sa/4.0/ © 2016 - 2018 Frame Shift Consulting LLC http://frameshiftconsulting.com © 2016 - Dr. Sheila Addison http://www.drsheilaaddison.com/ © 2011 - 2015 The Ada Initiative http://adainitiative.org
  6. 6. Ally Skills goal-setting exercise Choose a commonsituation where you could act as an ally and write it down here (e.g. a co-worker uses a racial slur, a woman gets ignored in a meeting, someone gives biased interview feedback): List 1-3 forms of privilege or influence you have relevant to the situation (e.g. race, gender, job position, friendships with powerful people, educational background): 1. 2. 3. List 1-3 possible actions you could take to respond to or prevent this situation (e.g. "We don't do that here," talk to that person's manager, advocate for a code of conduct): 1. 2. 3. List 1-3 people or resources you could ask for advice on your proposed responses (e.g. a friend, a co-worker, an advice column, a Google search, a book): 1. 2. 3. List 1-3 people you will tell about your resolution to act as an ally in this situation (e.g. a co- worker, your spouse, a friend): 1. 2. 3.

×