This work is done together with many voices heard, meaningful conversations asserted, action taken to change policies and procedures, and hiring and promotional practices examined. It encourages looking at every aspect of the dominant culture through a multicultural lens.

Today Wendy and Karin share how their practical approach to addressing systemic change is working and what still needs to be done. I refresh our memories with three terms we hear together regarding systemic change: diversity, inclusion, and cultural competency. A fourth term Wendy discussed regarding her ancestors is generational trauma. Trauma can be passed on from one generation to the next. I have included the definitions below.

Wendy starts our conversation by identifying her key learnings and where she feels progress is being made. Having a growth mindset keeps learning at the forefront of pioneering change.

Bravery and being genuinely curious are Karin’s companions for lifelong learning and bringing continuous change to all her circles of influence. Karin says, “2022 is a watershed year at McGough with new leaders who want to play an active role in our work internally. Statewide, we will continue to dismantle systemic racism, with more businesses driven to do this work in meaningful ways. We will continue to bring leaders of those communities, like Wendy, who is at the foreground helping us understand what members of BIPOC (Black, Indigenous People Of Color) communities need to thrive.”

We discuss their goals and aspirations for the year. You will learn how appreciation for each other has blossomed over the years and what they are curious to learn about each other next. They role model the strength of togetherness we need to become multiculturally competent. Their inspiring energy and determination motivated me to revisit my goals for the year. DOWNLOAD

DEFINITIONS

Diversity means a unique mix of differences: race, gender, gender identity, sexual orientation, social class, ethnicity, physical abilities, age, relation, national origin, beliefs, political affiliations, and life experiences. Karin’s definition: Diversity is the multi-varied experiences and world views we all bring to the table, the lens through which we view everything. We address diversity at McGough as a benefit to the company, a tool for innovation, and a challenge to achieve.”

Inclusion is, for our purposes, how differences are addressed in the workplace. This means going beyond meeting outside directed quotas like hiring a certain number of minorities. It means finding ways to respect and find ways to honor their contributions and having a voice in decisions that affect them, the company, and the community. To summarize, each person is seen, heard, and respected.

Cultural competence has to do with the skills used to understand and communicate across differences effectively. All parties are aware of their implicit biases. Leveraging diversity by embracing differences as an added benefit and not judging as something wrong or bad. 

“Generational Trauma is precisely what it sounds like,” according to Dr. Melanie English: “trauma that isn’t just experienced by one person but extends from one generation to the next. “It can be silent, covert, and undefined, surfacing through nuances and inadvertently taught or implied throughout someone’s life from an early age onward,” licensed clinical psychologist and parenting evaluator Melanie English, Ph.D., tells Health. What Is Generational Trauma? Here’s How Experts Explain It | Health.com