Transcript Presentation - Alpha Lambda Delta

Leave the Judging to
Judy: Embracing
Differences
TRISH DILLENBECK, ALPHA LAMBDA DELTA
We Are Human

Our minds make quick assessments to classify information

It's when we generalize and make judgments about people that we walk
the line of being hurtful
Have you ever been judged?
… and they've been completely wrong?
Share an example.
Is there anything you are repetitively
judged on?
Understanding Judgments

Reactions and judgments usually have to do with our own self-judgments
and feelings of inadequacy or strength, not the other person.

If someone makes a remark about you and it's something you also judge
about yourself, it will most likely hurt. However, if it's the same remark you
and you don't have that self-judgment, it likely won't bother you.

Becoming aware of your judgments, and with a little understanding and
work, can lead to discernment

Discernment is awareness and understanding without an emotional
response. Judgments that cause an emotional reactions are clues to help
you find personal insight.
Source: Community Advancement Network: http://www.canatx.org/CAN-initiatives/ccdi/index.php
3 Causes of Judging

You wouldn't tolerate the same behavior in yourself

You display the same behavior and aren't aware of it so you project your
disowned behavior onto others and dislike it "out there"

You are envious and resent the feelings that come up so you find
something wrong with those who have what you want and end up
judging them
Source: Tiny Buddha, http://tinybuddha.com/blog/3-causes-for-judging-people-how-to-accept-yourself/
Understanding Cultural Competence
What is cultural competence?

A set of corresponding behavior, attitudes, and policies that come together in a system,
agency, or among professionals that enable them to work effectively in cross-cultural
situations. Competence is a combination of cultural knowledge, cultural awareness, and
cultural sensitivity.
What is diversity?

Diversity recognizes that each person is unique and recognizes individual differences in
perspectives, identity, and points of view among individuals in a safe, positive, and
nurturing environment. Diversity includes important and interrelated dimensions of human
identity, such as race, ethnicity, color, gender, socio-economic status, nationality,
citizenship, education, geographic origin, religion, sexual orientation, ability, age, political
beliefs, and other ideologies.
Source: Community Advancement Network: http://www.canatx.org/CAN-initiatives/ccdi/index.php
Understanding Cultural Competence
What is inclusion?

The practice of inclusion, sometimes also referred to as social inclusion,
means that all people should feel valued, have their differences
respected, and have their basic needs met. This is so that each person can
live a life where they are treated with dignity and respect, where they
have the opportunity to participate fully, and where they have a voice so
they can influence decisions that affect them.
Source: Community Advancement Network: http://www.canatx.org/CAN-initiatives/ccdi/index.php
Worksheet
Complete it honestly. This is for YOU. We will not be sharing them.
Tips for Creating Inclusive Events

Check the date of your event with
religious holidays

Provide clear signage and make
name tags

Ask participants about
accommodation requests

Keep allergies in mind (nuts, latex, etc)

Be mindful of time and necessary
breaks

Strive to keep all related discussions
within the meeting to avoid some
members having an unfair advantage
over others

Challenge participants who "pull rank"
or monopolize the conversation

Choose an accessible venue

Choose a flexible caterer / menu

If possible, provide meeting materials
in advance
Source: Diversity at Work In London Inc., Spring 2013 Newsletter: The Inclusion Quarterly
Tips for Inclusive Meetings

Do a go-around

Everyone speaks for a short, equal time.

Participants may be asked how they are feeling (also referred to as a "checkin"

Make your agenda visible

Whether your agenda is on a blackboard, printed, flip chart, or mind map

If you alter the agenda, do so in full view

Give everyone a chance to speak

Create a rule that no one speaks twice until everyone has been given the
chance to speak once
Source: Diversity at Work In London Inc., Spring 2013 Newsletter: The Inclusion Quarterly
Time to Share!
What does your ALD do to be
inclusive?