Location: Baltimore Unity Hall

With a standard in place that defines and identifies what it means to be diverse, equitable and inclusive it becomes possible to measure diversity, equity and inclusion in a company, understand that company’s “level” of diversity, equity and inclusion against the standard and drive measurable and methodical results - i.e. make the company more diverse, equitable and inclusive over time. This requires data skills on the part of the facilitator and leaders in the company. This session will introduce participants to a new measurement system and tool for diversity, equity and inclusion, and methods for understanding decision funnels in companies that can be analyzed and utilized to drive improvements.

The Myth of White Supremacy is centered in every aspect of workplace culture, interpersonally and structurally. It is not just the water in which we all exist; it is an anti-oppressive decision point that one ultimately decides to make or not to make. Dismantling the myth of white supremacy in work environments requires individuals, communities, and organizations to understand the stakes and range of possibilities of either choice. This session will explore the tactics used to promote the myth of white supremacy culture, including supervisory styles, communication practices, competitive environments, and performance reviews. Participants will engage in experiential processes that uncover the operating norms, as well as, uncover strategies to dismantle operational practices, policies, and procedures that reinforce and burden internal and external stakeholders.

Capitalism is baked into institutions’ operating norms. Disrupting Eurocentric ethos of rugged individualism, scarcity and competitiveness in the Black social uplift space is important to our collective movement and sustainability. Dismantling social determinants of health will require the disruption of silos that further reinforce competition over collective impact and outcomes. To embrace the principles of Ubuntu (I am because we are) is to begin to unlearn the principles of bootstrapping. Participants will learn how to incorporate the principles of Ubuntu, create and deepen partnerships and collaborations, and identify tools to interact with those who have not embraced the principles of Ubuntu.

The work environment can promote productivity and a healing space for those who work in trauma-exposed environments. Often, social health practitioners are exposed to vicarious trauma as a result of working with community members who are experiencing chronic and compound stress. The interior composition of a client serving environment can further induce toxic stress. This session will explore how the positioning of furniture in the workplace, color pallets, art, lighting, plants, sound and ergonomics can reduce stress for both provider and client. Participants will learn trauma informed design principles that promote wellness and biophilia in the workplace.

Facilitating Diversity, Equity, and Inclusion initiatives should/must confront the history and apparatus of racism. DEI practitioners’ bodies become the container for the resistance of shifting power dynamics. The DEI arena consists of practitioners who were promoted to often ambiguous positions without the benefit of committed leadership and the authority to move the needle of racial equity in policy and practice. This session will explore the restraining forces that take a toll on the economic, emotional, mental well-being of practitioners, and ultimately resulting in physical health challenges and a diminished quality of work life. Participants will share strategies to cope in toxic environments and will learn ways to leverage healing technologies in the moment to develop a practice of self-care in the workplace.