Problem Analysis and Understanding All Female Music Org
- 1. Understanding Complex Contexts Virtual Facilitation with G.R.S.
- 2. How might improve diversity education within the . . . while committing to the camp's mission? Redefined Guiding Question
- 3. Questions Being Asked What questions have you been asking about the situation? What can I realistically do to effect change? What do we want to look like? What are the emotional demands that are made of me? Do I just want to check a box? Is the labor making us being pulled in different directions? Does diversity mean anything to the members of this organization? How does this company celebrate the diversity of ideas and people? How can we make the community feel welcomed to be park of our mission?
- 4. Now boarden your questions by getting "underneath" the problem. Avoid questions of cause/effect and move past assumptions you're making. Asking The Question Differently When doing volunteer work, am I doing it to make the world a better place, or is this self-serving? Do I truly enjoy being behind something and making it better? Am I bringing the right people together? Do we have the abilities to recruit in community that are vulnerable? Will there be enough funds to cover even more campers? What is my true definition of diversity? How do we involve our employees from underrepresented communities not feeling tokenized? How am I practicing diversity at home or in my 9-5 job? How can I extend my network to build connections and visibility What are my biases?
- 5. Whose perspectives are you not considering? Taking Multiple Perspectives What possible perspectives of the known players are you ignoring? Including perspectives, you don't agree with. Sepdns so much time thinking about the people she wants to represent Not considering men, white folks, those who can be allies Government Surrounding businesses Child who participates in this camp Global perspective: those who may have unique experiences of diversity from different regions. Communities receiving the service Those who have expereinced past discrimination in the workplace. White folks in general Religious/Spiritual perspectives Generational Perspectives (older generation)
- 6. Identifying the Gap Between Espoused Values and Behavior What is said to be valued? What is the actual behavior? GAP The color of your skin Gathering feedback Leading by example Work ethic Networking with community leaders Overwhelming work Work fatigue (dealing with life work balance) The desire to examine organizational culture and develop an action plan.
- 7. Speaking the Unspeakable What's unstated that we need to consider for fully understanding this problem? What is the threat of not having representation? Missing out on the richness of the cultures What are we not listening to from the community? Are people willing to understanding, and respect cultural differences that exist among people? Self reflection is needed to recognize our own biases Intersectionality that recognizes race, gender sexuality, class, and abilities Historical contexts What are we at risk of not experiencing or hearing? Power dynamics Emotional Labor Privilege Community building
- 8. Work Self Campers Coworkers Employees Volunteers Families Guest Performers Funders Audience Community Leaders Seeing the Systems Realm 1 Stake- holders Realm 2 Stake- holders Realm 3 Stake- holders
- 9. Seeing Systems Factors through Catalytic Questions It is hard to know. In a small group, you are not going to represent everyone automatically. The demand for diversity of higher than ever 66.7% of campers identified as nonwhite Last year rather than looking at the background, she looked at other ways they were diverse. She invited campers and one staff member that was neurodivergent. Looked at different types of diversity. People are seeing and continue to see different perspectives. Increase confidence and become leaders in the community. Different perspectives in leaderships. See them thrive They would all learn how to be more educated about the subject. Better inform the communities too. Learned more about each other by spending more time together What was the last time this problem didn't exist? What was different then to now? If this problem were resolved, what would people observe about the way people work together and perform? What would be different for you and others about working together?
- 10. The mention of increasing diversity is there Seeing Systems Factors Due to past 2021/2022 reports, there has been an increase in diversity Board of directors want Veronica to increase knowledge of diversity within Girls Rock Leaders need Veronicas expertise and skills More funding to increase resources for underrepresented campers It is her mission to spread knowledge of diversity Learn more on how to be inclusive What are possible factors that support the system in what it's "inclined" to do? What is happening in the system currently? What is the current status quo?
- 11. The board and staff acknowledge efforts to educate and advocate about diversity It functions because it gives her credibility because of her ethnic background The organization relies on gave her word to help the effort to educate and increase diversity in the organization. has a history of being able to have difficult conversations about diversity. The internal system needs more support in educating individuals who become increasingly involved in it. The organization must follow its mission Promotes a welcoming environment for all. It is a space where individuals can express themselves Insights from Systems Factors Factor How does it currently function? What insights does it tell us about the system?
- 12. Shape the Vision Draw Boundaries Redefining what diversity means within G.R.S. To have open minds, respect, empathy, accountability, and the urge to continue learning. What is the direction we're heading? What are the boundaries or guardrails to have in place as we move toward our vision?
- 13. Understand the System by Mapping Polarities Action Innovation Mentoring Short term sacrifices Sticking to traditions (business as usual) No openmindness Workload Awareness Inclusion Collective Identity Reputation What polarities are present as we consider moving toward our vision? What are the positive and negative features of each polarity? Positive Features Negative Features Negative Features Positive Features The demand for diversity is committed to bring and conserve diversity to GRS
- 14. Identify the Attractors Fullfill GRS mission Be welcoming Lead by example Integrity The urge for progress Educate Create a space where others a seen Systemic Bias Traditional limited opportunities Power Dynamics Need for DEI Check a diversity box As we consider the polarities, what is attracting us toward each polarity? is committed to bring and conserve diversity to GRS The demand for diversity
- 15. Strengthen (or Weaken) the Attractors What attractors should we work together to strengthen or weaken? Need to Strengthen Need to Weaken Need to Strengthen Need to Weaken The urge for progress committed to brin and conserve diversity to The demand for diversity Power Dynamics Check a diversity box Need for DEI Traditional limited opportunities Systemic Bias Educate Create a space where others a seen Be welcoming Lead by example Educate
- 16. Brainstorm Safe-to-Fail Experiments Train/Educate current employees and volunteers. Set expectations for new folks getting involved. Creating a diverse task force to explore new ideas and strategies Hosting workshops or training sessions Small scale initiatives such as mentorships Encourage employees to participate in employee resource groups or affinity groups. Experimenting new recruitment strategies such as blind resume screening processes Encourage employees to share their experiences and insights Strengthen or weaken attractors using safe-to-fail experiments:
- 17. 6 Boxes Expectations and Feedback Tools & Resources Consequences & Incentives Skills and Knowledge Selection & Assignment (Capacity) Motives and Preferences (Attitude) Everyone is motivated by wanting to leave their mark on world. Being part of is something people can approach and do Staff and volunteers are very connected with the community. Very engaged. Share the same social justice agenda Carefully selected people Their expertise is needed on the board. In their personal lives, is this what they care about? Do they understand it is a social justice movement? Social and problem-solving capabilities need to match the job mission. There is professional knowledge within the leadership Musicians, Philanthropists VP of finance of a company is a treasure in On Air Talent as an actual radio job Government Does not have legal representation Staff Professionals as well Musicians mainly Accountant i. ii. iii. iv. v. vi. vii. viii. ix. They come in the form of documentation. They don't have an HR, but they do have a google drive where they can say things. They handle documentation Performance Reviews are documented Incentives Everyone is motivated to see the organization change. Helped in career skillset Employees have s to Leadership They use slack in and share google drive Google drive is used for reporting Text threads for communication “As a friend….” approach when talking to peers The expectation for is that it is an alliance point of unity. It is just that youth are more potent than people think. We are here to support youth. Believing that they need to help influence change in the community. Influence change. Open to learning. In the formal review process, once a year, they have a strategic planning meeting (what do you enjoy doing, and fit their needs, agree on what they need to do, confidentiality) Do you feel like you are getting what you want?
- 18. Redefining Our Question We noticed we had chan ed our guiding question during conversations with my client. Instead of how . might maximize its work on its mission's purpose by promotin diversit in the camp, the question has shifted to how the board director, , can improve efforts to promote and educate about diversity within the organization. Based on our conversations, self- reflected on her work for the past years and what she would want to do in to continue diversity. Since 2021, there have been efforts to increase diversity. Within our conversations, we did confirm that there IS diversit in the organization by looking at the statistics. The question now is how continues the discussion of diversity within the organization. shared that in 2022, there have been efforts to increase diversity, including neurodivergent individuals. (See progress chart on the right) It was all thanks to her idea of expanding the idea of diversity and educating her peers. If this has been successful, educating about the broad view of diversity within the camp can attract a more diverse pool of people within the Sacramento community to get involved. Reflection How might improve diversity education within the . . . while committing to the camp's mission? New Guiding Question