TRAININGS AND EDUCATION
Ideally, training should be developed as a response to the needs expressed by key stakeholders including the Leadership. As such, the list in this next section is merely a suggestion. Potential topics for these sessions may include, but are not limited to the following:
Sample Workshops
WHY DIVERSITY, EQUITY AND INCLUSION IS VITAL TO ORGANIZATIONAL GOALS
Why Diversity, Equity, and Inclusion? Diversity, equity, and inclusion have become buzzwords that have been placed strategically in organizational mandates, inspired the formation of DEI committees, and/or simply sparked critical dialogue around organizational culture. But do we know what these words really mean and how do we put this work into action in the environmental field. In this session participants will learn about how we incorporate DEI principles into our work and the importance of creating welcoming spaces.
Why Diversity, Equity, and Inclusion? Diversity, equity, and inclusion have become buzzwords that have been placed strategically in organizational mandates, inspired the formation of DEI committees, and/or simply sparked critical dialogue around organizational culture. But do we know what these words really mean and how do we put this work into action in the environmental field. In this session participants will learn about how we incorporate DEI principles into our work and the importance of creating welcoming spaces.
EXAMINING UNCONSCIOUS BIAS
We all bring unconscious biases into the workplace. These deeply subconscious attitudes span race, gender, appearance, age, wealth and much more. They influence everything from the neighborhood you live in, to the employee you promote and the one you don’t. These biases are reflexively triggered without our knowledge, they are virtually unnoticeable. Our unconscious biases are hidden. Although we are unaware of them they influence our beliefs about and behavior toward others. This workshop focuses on the implicit attitudes or stereotypes that shape how we engage others and make decisions in the workplace.
We all bring unconscious biases into the workplace. These deeply subconscious attitudes span race, gender, appearance, age, wealth and much more. They influence everything from the neighborhood you live in, to the employee you promote and the one you don’t. These biases are reflexively triggered without our knowledge, they are virtually unnoticeable. Our unconscious biases are hidden. Although we are unaware of them they influence our beliefs about and behavior toward others. This workshop focuses on the implicit attitudes or stereotypes that shape how we engage others and make decisions in the workplace.
SYSTEMS OF OPPRESSION
The combination of prejudice and institutional power can create systems that discriminates against some groups and benefits other groups. These systems enable dominant groups to exert control over target groups by limiting their rights, freedom, and access to basic resources such as health care, education, employment, and housing. Systemic oppression manifests on the individual, the interpersonal, the institutional, and the structural level. In this class we will examine the 4 I’s of oppression and how they are at play in our organization.
The combination of prejudice and institutional power can create systems that discriminates against some groups and benefits other groups. These systems enable dominant groups to exert control over target groups by limiting their rights, freedom, and access to basic resources such as health care, education, employment, and housing. Systemic oppression manifests on the individual, the interpersonal, the institutional, and the structural level. In this class we will examine the 4 I’s of oppression and how they are at play in our organization.
UNDERSTANDING PRIVILEGE & MICROAGGRESSIONS
Microaggressions are subtle verbal and non-verbal slights based on social group membership. Microaggressions are often the result of unconscious biases that lead to unintended discrimination against or degradation of those who are socially marginalized in a society, whether for skin color, gender, sexual orientation, age, language, origin, religion, disability, or any other characteristic. Raising our awareness of systems and bias allows us to rethink the ways in which we approach hiring, inclusion, organizational culture and relationships with stakeholders. The session provides an understanding of how privilege and bias work and ways we can disrupt microaggression patterns and have tough conversations.
Microaggressions are subtle verbal and non-verbal slights based on social group membership. Microaggressions are often the result of unconscious biases that lead to unintended discrimination against or degradation of those who are socially marginalized in a society, whether for skin color, gender, sexual orientation, age, language, origin, religion, disability, or any other characteristic. Raising our awareness of systems and bias allows us to rethink the ways in which we approach hiring, inclusion, organizational culture and relationships with stakeholders. The session provides an understanding of how privilege and bias work and ways we can disrupt microaggression patterns and have tough conversations.
ENVIRONMENTAL JUSTICE AND A LEGACY OF RACISM
We can see a legacy of racism in the environmental disparities that current plague our nation and history tells a clear story about where we’ve landed today. Effects of past institutions have left racial and ethnic groups in disadvantaged social positions, and often times present institutions sustain the disadvantage of members of the racial groups unknowingly without immediate racist or discriminatory intent. This session will include a lecture on, and discussion of, the connections between socio-cultural inequity and environmental issues and a brief history of the EJ movement.
We can see a legacy of racism in the environmental disparities that current plague our nation and history tells a clear story about where we’ve landed today. Effects of past institutions have left racial and ethnic groups in disadvantaged social positions, and often times present institutions sustain the disadvantage of members of the racial groups unknowingly without immediate racist or discriminatory intent. This session will include a lecture on, and discussion of, the connections between socio-cultural inequity and environmental issues and a brief history of the EJ movement.
ENVIRONMENTAL JUSTICE AND ENVIRONMENTAL EDUCATION
While traditional understandings of environmental education include studying ecology and other natural topics, environmental justice education fosters a critical
understanding of the environment within the context of human political and social actions. Many marginalized communities experiencing environmental injustices are also those most vulnerable to the effects of the climate crisis. Environmental educators have a unique opportunity to empower communities living within impacted areas to take a stand for justice with the tools necessary to make change. Environmental educators can also educate those outside of impacted areas to stand up for global environmental justice. During this training we will discuss the connections between socio-cultural inequities, environmental issues and the power of EE to make change.
While traditional understandings of environmental education include studying ecology and other natural topics, environmental justice education fosters a critical
understanding of the environment within the context of human political and social actions. Many marginalized communities experiencing environmental injustices are also those most vulnerable to the effects of the climate crisis. Environmental educators have a unique opportunity to empower communities living within impacted areas to take a stand for justice with the tools necessary to make change. Environmental educators can also educate those outside of impacted areas to stand up for global environmental justice. During this training we will discuss the connections between socio-cultural inequities, environmental issues and the power of EE to make change.
VISIONING FOR EFFECTIVE ALLYSHIP
An ally is a person who stands up for others to proactively build inclusion in our communities, schools and workplaces. Allyship is a lifelong process of building
relationships based on trust, consistency, and accountability with marginalized individuals and/or groups of people. Not self-defined—work and efforts must be
recognized by those you are seeking to ally with. During this workshop participants learn about all the ways they can be a stronger ally through practical and actionable steps. If you are a individual seeking to promote equity within your community, this workshop will equip you with tools to be an active ally for through methods like naming white privilege, centering people of color, understanding systems of oppression, and continuing your own self-work journey.
An ally is a person who stands up for others to proactively build inclusion in our communities, schools and workplaces. Allyship is a lifelong process of building
relationships based on trust, consistency, and accountability with marginalized individuals and/or groups of people. Not self-defined—work and efforts must be
recognized by those you are seeking to ally with. During this workshop participants learn about all the ways they can be a stronger ally through practical and actionable steps. If you are a individual seeking to promote equity within your community, this workshop will equip you with tools to be an active ally for through methods like naming white privilege, centering people of color, understanding systems of oppression, and continuing your own self-work journey.
CREATING A MULTICULTURAL ORGANIZATION
Studies indicate that an organization that embraces and values inclusion as an integral part of its goals can have a positive impact on individual productivity, organizational effectiveness and sustained competitiveness. This workshop examines organizational culture, how it is formed and how to change it. Culture is defined as the shared traditions, beliefs, customs, history, folklore, and institutions of a group of people. It's a system of rules that are the base of what we are and affect how we express ourselves as part of a group and as individuals. Organizations have a "culture" of policies, procedures, programs, and processes, and incorporate certain values, beliefs, assumptions, and customs. Organizational cultures largely echo mainstream culture in its sense of time orientation, perception, and use of time. An organizational culture may not lend itself to cultural competence, so that's where skill building comes in. A culturally competent organization brings together knowledge about different groups of people -- and transforms it into standards, policies, and practices that make everything work.
Studies indicate that an organization that embraces and values inclusion as an integral part of its goals can have a positive impact on individual productivity, organizational effectiveness and sustained competitiveness. This workshop examines organizational culture, how it is formed and how to change it. Culture is defined as the shared traditions, beliefs, customs, history, folklore, and institutions of a group of people. It's a system of rules that are the base of what we are and affect how we express ourselves as part of a group and as individuals. Organizations have a "culture" of policies, procedures, programs, and processes, and incorporate certain values, beliefs, assumptions, and customs. Organizational cultures largely echo mainstream culture in its sense of time orientation, perception, and use of time. An organizational culture may not lend itself to cultural competence, so that's where skill building comes in. A culturally competent organization brings together knowledge about different groups of people -- and transforms it into standards, policies, and practices that make everything work.
ORGANIZATION REVIEW LENS
During this workshop participants work together in a facilitated session to review their programs and consider changes. Participants will consider and talk about the effect that ableism, racism, sexism, homophobia, and poverty might have on how the programs have been built and how stories have been told before. Using the review lens of Accessibility, Race & Ethnicity Inclusivity, Gender, Sexual Orientation & Trans Inclusivity and Economic Equity participants will reflect on individual and
organizational practices and develop strategies for creating engaging and meaningful programming for diverse audiences
During this workshop participants work together in a facilitated session to review their programs and consider changes. Participants will consider and talk about the effect that ableism, racism, sexism, homophobia, and poverty might have on how the programs have been built and how stories have been told before. Using the review lens of Accessibility, Race & Ethnicity Inclusivity, Gender, Sexual Orientation & Trans Inclusivity and Economic Equity participants will reflect on individual and
organizational practices and develop strategies for creating engaging and meaningful programming for diverse audiences
ADDITIONAL WORKSHOPS
- ORGANIZATIONAL ASSESMENT SERIES
- TOOLS FOR INCLUSIVE LEADERSHIP: BUILDING EFFECTIVE ALLYSHIP SKILLS
- ANTI-RACIST ALLYSHIP
- OUTDOORS FOR ALL
