“How to Make the Invisible Visible”
Tools for Pulling Back the Veil of Privilege
Facilitated by:
Steven Jones, Ph.D.
CEO of
Dr. Steven Jones
Can you find 10 faces?
The Challenge
One of the challenges of Diversity
is to have two opposing viewpoints
exist at the same time
without one invalidating the other
leading to greater strength and innovation
as a result of understanding both.
21st Century Challenge
To view the work of
Identifying and Dismantling Systems
of Privilege & Oppression as
a necessary Set of

Cultural Competence is the application of
knowledge, awareness and skills that lead
to effective interactions across individual,
group, and institutional level differences.

The outcomes of these interactions
consistently result in respectful, inclusive,
and equitable relationships, treatment and
systems.
(Jones, 2010)
William Taylor’s
Reflective Competence model
changing knowledge
ignorance
complacency
unconscious errors
naive
unconscious
incompetence
“I don’t’ know,
I don’t know”
self-study
peer review
Reflective
Competence
discovery
conscious
incompetence
“I know
I don’t know”
2nd nature
“intuition”
discouragement
unconscious competence
“What I know becomes
2nd nature”
conscious
competence
“I know what I know”
practice
learning & effort
The Four Elements of Cultural Competence...
What are the skills that will support me in working effectively
across differences?
How do I manage the dynamics of
privilege, bias, and oppression
impacting my interactions with
individuals and groups?
How do my cultural identity groups,
overtly and covertly, influence the
way I function/ interact on a daily
basis?
© 2010 Jones & Associates Consulting, Inc.
What is my level of understanding about the culture of the
individuals and groups I am engaging?
Levels of Understanding Diversity
Institutional
Cultural
Power
Systems
Maps
Individual
of
“I”
“We”
“Better”
Meaning
History
Group
Dynamics
“Intent vs. Impact”
Organizational
©Jones & Associates Consulting, Inc., 2002
16
Cultures we belong to...
SPIRITUALITY/
RELIGION
EDUCATION
AGE
SEXUAL ORIENTATION
OCCUPATION
ETHNICITY/ RACE
FAMILY
REGION/ GEOGRAPHY
PHYSICAL/ MENTAL
ABILITIES
GENDER / GENDER
IDENTITY
SOCIO-ECONOMIC
STATUS
PHYSICAL
APPEARANCE
Iceberg Theory of Culture
17
13 Characteristics of White Culture...
1. Individualistic...
2. Objectivity...
3. Power is more, bigger...
4. Right to comfort...
5. Sense of urgency...
6. Fear of open conflict...
7. Power hoarding...
8. Either/or thinking...
9. Only one right way...
10. Worship of the written word...
11. Quantity over quality...
12. Defensiveness...
13. Perfectionism...
Levels of Understanding Diversity
Institutional
Cultural
Power
Systems
Maps
Individual
of
“I”
“We”
“Better”
Meaning
History
Group
Dynamics
“Intent vs. Impact”
Organizational
©Jones & Associates Consulting, Inc., 2002
20
Social Identity Groups
Gender
Mental
Functioning/
Style
AGE
Race
Single/Married/
Nationality
Sexual
Orientation
Ethnicity
Language
Partnered
Children/No
Children
Education
Religion/
Spiritual
Beliefs
Physical
Functioning/
Appearance
Class
4. One-up/ One Down
Social Identity Group
One-Up
1. Gender
Men
2. Age
Baby Boomers
3. Class
Upper Class
4. Religion
Christian
5. Education
Degree
6. Race
White
7. Ethnicity
European American
8. Sexual Orientation
Heterosexual
9. Mental Functioning
Fully Mentally Able
10. Marital Status
Married
11. Language
English
12. Nationality
US Citizen
13. Physical Functioning/
Appearance
Temporarily Able Bodied/
Attractive
One-Down
Two Different Views of Reality
ONE-UP
ONE-DOWN
• See individual acts
• See patterns of behavior
• Blind to “group-ness”
• Well aware of “group-ness”
• Privilege/advantage is invisible
• Disadvantage is well known
• Create the system from their own beliefs,
viewpoints, values, etc.
• Use one-up group’s standards to judge
themselves
• Give stay-in-line messages to members of
both groups in order to maintain status quo
• Often need to collude to survive, not stand out
• Focus is on:
• Focus is on:
--Intent
--Effect/outcome
--“Don’t be a victim”
--The “system”
--How far we’ve come
--How far we have to go
Where is Your Organization on the Path to Inclusion?
13 Skills for Respectful Communication
in a Diverse Environment
1.
Genuinely greet others and make an effort to pronounce their name accurately.
2.
Use “I” Statements.
3.
Listen to Understand vs. Listen to Respond.
4.
Accept the speaker’s viewpoint as true for her or him.
5.
Consistently operate in a “learner” mindset seeking to gain and reflect on a 360°
view.
6.
Manage both “intent” and “impact.”
13 Skills for Respectful Communication
in a Diverse Environment
7.
Put your stake in the ground; be open, and willing to move it.
8.
Lean into discomfort. Give space, grace, and be willing to have the tough, candid, and caring
conversations.
9.
Accept working through conflict to its resolution as a catalyst for learning.
10. Willing to admit mistakes and areas of growth.
11. Get to know more than the 10% you see through increasing their knowledge, skills, and
abilities in the areas of diversity, privilege, countering oppression, and building inclusion.
12. Seeks to continually raise the bar for themselves, others, organizations, and the communities
they serve.
13. Celebrate Successes & Have Fun!
Slides:
Dr. Licia Busso at lbusso@jandaconsult.com
FB:
Dr. Steven Jones
youtube: youtube/sjconnect
Twitter:
@DrStevenJones
website: www.jandaconsult.com
“How to Make the Invisible Visible”
Tools for Pulling Back the Veil of Privilege
Facilitated by:
Steven Jones, Ph.D.
CEO of