S06 EP05: Learning From Our Mistakes
In episode five of the Masterclass, Rianka and Katie talk about learning from their mistakes in the DEI space, and how you can (and should) too!
Katie reflects back on her DEI work being both joyful but also disruptive, and the energy it takes to ultimately shift systems.
Citing leading indicators of success like honest leadership, and identifying troublesome yet predictable patterns, the two review how to determine how organizations can push through common barriers.
Rianka shares how it's critical to not let comparison be the thief of joy - each organization will have a unique path to implementing effective DEI patterns.
The two also caution employees to beware of gaslighting - where an organization says they value the pillars of DEI, but their actions suggest otherwise.
Katie shares how white leaders in particular can provide a great gift by making the invisible, visible for Black and brown employees in terms of expectations - and then letting them choose how they approach those situations. It’s important to appreciate how many people who have not been taught the rules are still trying to learn the game, while watching others play.
The pair share how sometimes employees might first choose to assimilate, so that they can disrupt.
Katie also shares a particularly sticky situation she has seen where DEI practitioners have approached the work in an effort to invert a suppressive system, or approach it with a revenge mindset. While the feelings are valid, it is important to examine them and be honest about their origins, and beware of using the same tools of oppression to incite change without dismantling the oppression itself.
What you’ll learn:
The power of rejecting urgency and demanding movement
How leaders can do a great service to their employees by making the invisible, visible.
The importance of identifying and rectifying revenge mindset in DEI work
Facilitator Questions:
Has your organization laid out what leadership and staff can expect on the DEI journey?
Has your organization outlined what their DEI roadmap will ultimately look like in the form of policies and procedures?
Have you experienced gaslighting when reviewing DEI policies?