Hopes and Fears (List & Themes)

VSC: Diversity & Inclusion / Winter 2017 / Hopes & Fears
Hopes
that this wonderful place becomes even more
wonderful by making everyone feel as comfortable
as possible
help VSC develop mission statement/statement of
beliefs that includes all stakeholders
clear understanding of what is diversity versus what
are differences
come away with better sense of mutual
understanding and respect
+ understanding of diversity, how it relates to me
that we will discuss tools and methods for
responding to bigoted comments/actions
useful: sustainable best practices for
communication on inclusion front
that all VSC gets on the same page, moves toward
consensus on inclusion ideologically
that we will get to know one another better
this work helps our staff to feel comfortable
engaging in difficult conversations in a supportive
way that is not passive or judgmental
learn things i never knew and become more wise
and compassionate
gain better understanding of individual sensibilities
within staff community to grow as a group
to become a better listener
communication
that inclusion/diversity becomes the foundation of
VSC culture and leadership decision-making
that we find a way to be comfortable having difficult
conversations and are okay letting others express
their feelings
that we as a group can work together
greater inclusivity
respecting, understanding; tools to effect change
be more confident in addressing residents when
diversity issues arise
we can all understand our place in the VSC
community and role keeping it healthy
get to the bottom of this diversity problem and come
up with strategies for achieving our goals
greater respect and understanding for everyone we
serve/hope to serve
consideration of more viewpoints when we develop
policies and processes
travel
as VSC grows and change we learn to work
together as a respectful community
Fears
afraid I and others might learn things about me/they
that i/they dont like
getting it wrong/uncomfortable conversations
institutionalization
workshopping of an ultimately over complex
situation
this wont stick and nothing will really change / / /
that people will not open up about their fears
will cause frustration
lack of self awareness
that not all staff will participate
lots of talk, little actionable steps that can be put on
an agenda or be folded into our current traditions/
ways
that VSC would get a complaint about diversity
issues
that the Trump admin leads to normalization of
exclusion and bias
lose sight of what we already do well
we will spend too much time hearing personal
experience stories
that i will not know the right words to use
being judged or silenced before having a chance to
share what i intend
that we may develop a negative attitude that makes
it hard to be here
lethargy and reaction
that ill learn something interesting about my group
we will not get the the bottom of this diversity
problem and come up with good strategies for
achieving goals
hope staff members will take this training seriously
never making any more money
that communication is not shared with everyone
that my understanding of diversity will remain
unchanged
nothing is going to change, we still wont listen to
one another or respect each other
Giavanna Munafo / Diversity & Inclusion Consulting

802-698-3348 / 240 Douglas Road / Norwich VT / 05055
Hopes, Organized Thematically

Build Community
that this wonderful place becomes even more
wonderful by making everyone feel as
comfortable as possible
come away with better sense of mutual
understanding and respect
that we will get to know one another better
gain better understanding of individual
sensibilities within staff community to grow as a
group
respecting, understanding
that we as a group can work together
greater inclusivity
we can all understand our place in the VSC
community and role keeping it healthy
greater respect and understanding for
everyone we serve/hope to serve
travel
as VSC grows and changes we learn to work
together as a respectful community
Individual Growth/Development
learn things I never knew and become more
wise and compassionate
to become a better listener
Organizational Development
that inclusion/diversity becomes the foundation
of VSC culture and leadership decision-making
consideration of more viewpoints when we
develop policies and processes
Define Diversity / Terms

clear understanding of what is diversity versus
what are differences
+ understanding of diversity, how it relates to
me
Tools for Responding/Intervening & Difficult
Conversations
that we will discuss tools and methods for
responding to bigoted comments/actions
+ comfort engaging in difficult conversations in
a supportive way that is not passive or
judgmental
that we find a way to be comfortable having
difficult conversations and are okay letting
others express their feelings
tools to effect change
be more confident in addressing residents
when diversity issues arise
Shared Priorities & Practices
useful: sustainable best practices for
communication on inclusion front
that all VSC gets on the same page, moves
toward consensus on inclusion ideologically
help VSC develop mission statement/statement
of beliefs that includes all stakeholders
communication
get to the bottom of this diversity problem and
come up with strategies for achieving our goals

Fears, Organized Thematically

Confronting Gaps, Resistance, Conflict
afraid that I and others might learn things about
me/they that I/they dont like
that people will not open up about their fears
lack of self awareness
that not all staff will participate
that the Trump admin leads to normalization of
exclusion and bias
lethargy and reaction
that ill learn something interesting about my
group (note: since offered as a fear,
interesting interpreted as negative)
hope staff members will take this training
seriously (note: since offered as a fear,
suggests concern that staff members will not
take the training seriously)
Being Judged (by self and/or others)
getting it wrong, having uncomfortable
conversations
that I will not know the right words to use
being judged or silenced before having a
chance to share what I intend
Loss of Existing Strengths
institutionalization (note: interpreted as about
loss of flexibility/autonomy)
lose sight of what we already do well
Stasis / Futility or Non-Productivity of

Process
this wont stick and nothing will really change / /
//
workshopping of an ultimately over-complex
situation
will cause frustration
lots of talk, little actionable steps that can be
put on an agenda or be folded into our current
traditions/ways
we will spend too much time hearing personal
experience stories
that we may develop a negative attitude that
makes it hard to be here
we will not get the the bottom of this diversity
problem or come up with good strategies for
achieving goals
never making any more money
that communication is not shared with
everyone
that my understanding of diversity will remain
unchanged
we still wont listen to one another or respect
each other
Vulnerability to Complaints / Unpreparedness
to Respond
that VSC would get a complaint about diversity
issues


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VSC: Diversity & Inclusion / Winter 2017 / Hopes & Fears

Giavanna Munafo / Diversity & Inclusion Consulting

VSC: Diversity & Inclusion / Winter 2017 / Hopes & Fears

Hopes, Organized Thematically

Define Diversity / Terms

Giavanna Munafo / Diversity & Inclusion Consulting

VSC: Diversity & Inclusion / Winter 2017 / Hopes & Fears

Fears, Organized Thematically

Stasis / Futility or Non-Productivity of

Giavanna Munafo / Diversity & Inclusion Consulting

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