Puget Sound Workers’ Compensation Trust & Unemployment Pool staff embarked upon a learning journey together that, among other activities, requires small team presentations of characteristics frequently referred to when discussing White Supremacy Culture.
Our study is in alignment with the Puget Sound Educational Service District’s END, Success for Each Child and Eliminate the Opportunity Gap by Leading with Racial Equity. We’ve adopted anti-racist leadership competencies to guide our work in service to our school district partners, staff, and students.
Through articles and links, we will publish in this space a variety of words and phrases used in racial equity studies that are enabling us, “to identify and name the cultural norms and standards,” we want as, “a first step to making room for a truly multi-cultural organization.”
We invite you to walk with us and we look forward to continuing our partnership with school districts to support success for all students through the elimination of opportunity gaps and by becoming an anti-racist, multicultural organization.
A new generation of tools, solutions and behaviors is giving rise to more powerful and effective utilities through which colleges and universities can measure performance and provoke pervasive actions to improve it. This new class of tools, solutions, and behaviors is called action analytics.
Catalytic leadership is based on the leader engaging and motivating others to take on leadership roles, engaging everyone to work towards a common vision. Catalytic leadership involves the strategic application of the following leadership skills:
Raising Awareness: Focusing Public Attention on the Issue
Forming Work Groups: Bringing People Together to Address the Problem
Creating Strategies: Stimulating Multiple Strategies and Options for Action
Sustaining Action: Implementation Strategies and Maintaining Momentum
Thinking and Acting Strategically
Facilitating Productive Work Groups
Leading from Personal Passion and Strength of Character
The state of having and applying knowledge and skill in four areas: (i) awareness of one’s own cultural worldview, (ii) recognition of one’s attitudes toward cultural differences, (iii) realization of different cultural practices and worldviews, and (iv) thoughtfulness in cross-cultural interaction. Over an extended period of time, individuals and organizations develop the wisdom and capability to:
Examine critically how cultural worldviews influence perceptions of power, dominance, and inequality; and
Behave honorably within the complex dynamics of differences and commonalities among humans, groups, and systems.
A mind-set, a worldview, a way a person or an organization makes assumptions for effectively describing, responding to, and planning for issues that arise in diverse environments. For some people, cultural proficiency is a paradigm shift from viewing cultural differences as problematic to learning how to interact effectively with other cultures
The knowledge, beliefs, skills, attitudes, and practices that allow individuals to form relationships and create learning environments that support academic achievement and personal development of learners from diverse racial and cultural groups.