Title:بیایید در مورد امتیاز صحبت کنیم

این پخش اینترنتی برای اعتبارات آموزش از راه دور AICP CM (1.5 اخلاق) بین ۱ ژانویه ۲۰۱۹ – ۳۱ دسامبر ۲۰۱۹ در دسترس است. با حمایت مالی: LGBTQ و بخش برنامه ریزی توضیحات: کد اخلاقی AICP ما را راهنمایی می کند: «در جستجوی عدالت اجتماعی با تلاش برای گسترش انتخاب و فرصت برای همه افراد، با تشخیص مسئولیت ویژه برای برنامه ریزی برای نیازهای محرومان و ترویج یکپارچگی نژادی و اقتصادی. ما خواستار تغییر سیاست‌ها، نهادها و تصمیماتی هستیم که مخالف چنین نیازهایی هستند.» ما به عنوان برنامه ریز چگونه به جوامع خود کمک می کنیم تا عادلانه تر و عادلانه تر شوند؟ شاید گفتن «تبعیض قائل نشوید» آسان باشد، اما اگر از جنبه منفی آن یعنی «امتیاز» صحبت نکنیم، چگونه می‌توانیم واقعاً با تبعیض مقابله کنیم. یک طرف تبعیض این است که کسی از “مضرات نادرست” رنج می برد. طرف دیگر “امتیاز” است که در آن شخصی از “مزیت غیرقابل کسب” بهره می برد. اینها مکالمات دشواری هستند که می توانند باعث ناراحتی، ناراحتی، تدافعی یا احساس گناه غیرقانونی در افراد شوند. در این جلسه به نقش برنامه ریزان در چنین مکالماتی می پردازیم و اینکه چگونه می توانیم چنین مکالماتی را به شیوه های سازنده هدایت کنیم. ما استراتژی‌هایی برای اجتناب از دام‌ها ارائه خواهیم داد و فعالیت‌هایی را به نمایش می‌گذاریم که می‌تواند به افراد در درک تجربیات زندگی خود و دیگران کمک کند.

قسمتي از متن فيلم: Hello everyone and welcome to the webcast my name is Christine Darcy Davis I’m the executive director of the Ohio chapter of the American Planning Association and I’m chair of EPA’s new urbanism division and I am your webcast moderator today is Friday September 28th and we will be hearing the presentation

Let’s talk about privilege for technical help during today’s webcast type your questions in the chat box found in the webcast toolbar to the right of your screen or you can call that 1-800 number that you see there in bold for your content questions related to the presentation you can type the OHS and

Then questions box again located in the webinar tool bar to the right of your screen and we’ll answer those at the end of the presentation during the Q&A on your screen is a list of our sponsoring chapters and divisions for 2018 thanks to all of our participating sponsors for

Making these webcasts possible and free to their members if you’re looking down the list and you don’t see your chapter or division listed we ask that you reach out to them and suggest that they join us today’s webcast in particular is jointly sponsored by the Kansas chapter

Of APA and LGBTQ division of APA so thanks to them for sponsoring today’s webcast coming up on your screen is a list of our upcoming sessions and you’ll see a lot of save-the-dates believe it or not we actually even have more than this and really save the date because we

Do have sessions coming the information is just coming in now and actually I just got word that I have another one to fill in so be sure to check back on our web cast web page Ohio planning that org slash planning webcast for more up-to-date information in the next few

Days because I’ll be entering a bunch more of these sessions in uh today’s webcast has been approved for 1.5 cm SI x credits yeah we do have some recorded webcasts that are available for distance education and for availability of those just head over to our web cast web page ohio planning org slash

Planning what i’ve cast and to log those credits today just head over to planning org log into your my APA account and then up at the top you can search by either the title of today’s webcast or the event number both of which can be found on our web cast web page ohio

Planning that org slash planning webcast like this on facebook planning webcast series to receive up-to-date information on those sessions that i just told you about they’re coming down the pipeline so like us and you can keep tabs of our upcoming sessions there and we are recording today’s webcast it will be

Available on our youtube channel you can head over there and just type in planning webcast and will pop-up will also have a PDF of the presentation at the conclusion of today’s session again on our web cast web page ohio planning org slash planning webcast okay I’m done

With that I am going to turn it over to Cade and Cade you take it away right thank you again you always make it very helpful or your voice very helpful in setting up the webinar so we really appreciate that my name is Cade havoc I’m a former chair

Of the LGBTQ and planning division and I’m pleased that once again our division gets to have a part in helping host a great ethics session and again it’s with Bonnie Johnson who’s from my alma mater University of Kansas and this time also joined by Ward Lyles also from University of Kansas so thank

You both and I also want to mention that throughout the development of this webinar we had the really great input of Gen Robert and from here in New York also a member of our division so thank you John today we’re going to cover a really challenging topic and this topic

Privilege may seem especially relevant to contemporaneous discussions like maybe some current events happening right now in DC and I bet that without too much thought we could agree that the topic itself seems like some pretty challenging subject matter we’ll discover I think though together we’re all in this together and also with the

Privacy of our own respective computer screens that this topic privilege proves very challenging in many ways just to discuss now we’re planners and we’re concerned with the public interest and we’re also human so it’s wise for us probably to choose to seek some guidance such as the AICP code CP code of ethics

And today may be the first time many of us really think about the topic much less examine the code of ethics for answers so today Bonnie and Ward will be leading us through the discussion of privilege with the planning profession and the AICP code of ethics in mind but all the

Rest of us along with them will be participating and while participating we may discover some things about ourselves and I want to close on this note sort of offering a gentle warning to our listeners that you and I we may very well confront some uncomfortable ideas

And feelings at time some of us may find ourselves outside our comfort zone or feeling insecure questioning our own need to care questioning our own abilities to address privilege in our work in our lives we may want to believe that others will take care of this or

That certain ideas will simply evolve or disappear over time we may find ourselves wondering if we’re really even capable of thinking about the topic critically and we may feel guilty or embarrassed or even angry so I I really want to thank Bonnie and Ward for putting themselves right out here in the

Middle leading us through this discussion which really matters the discussion matters the continuation of it matters and all our participation matters so with that I thank you and I’ll turn the floor Rabbani Thank You Kate so while our photos are still up on the screen so

This is Bonnie Ward I’ll have you just say hello hello so that was warden you just heard from Kate so we’re gonna start off with this is an AIC P ethics session approved for ethics credits and we have to start with some required content which this here is

Jim Peters the AICP ethics officer and he’s going to remind us this session has been created to provide general education regarding the AICP code of ethics though examples sample problems and question-and-answer sessions are an important part of illustrating application of the code codes provisions all certified planners should be aware

That only the ethics officer that’s me Jim Peters it is authorized to give informal advice on the propriety of a planners proposed conduct and only the ethics committee can give a formal opinion if you have a specific question regarding a situation arising in your practice you are encouraged to seek the

Opinion of the ethics officer Jim Peters and Jim is very responsive so what are we going to do today so this is a little road map we’re gonna start off with a little bit of a quiz here and then see if you can spot which of the items we

Have on the screen are from the AICP code we’re going to do a brief overview of the code some motivating questions for talking about privilege some terminology to help us understand what we’re seeing and what we’re feeling we’ll do some kind of little activities that will talk about some activities

That you can use for self-reflection we’ll talk about the four pillars which are going to give you a critical eye for how to think about what’s going on and we’ll end up with how the code performs on some of these issues so the first thing we’re

Do is I have this is a little bit of audience participation and you are going to be able to go in on your computer here in a second and login a B C or D so when was the last time you looked at the AICP code a within the last year B last

Time I got my ia ICP ethics credits C when I studied for the AICP exam or D never so you should see a little quick poll pop up and you can answer that and then we’ll we’ll see what everybody’s ah answers are thanks bunny yep the pull is up everyone so go ahead

And click away and I’ll give you a few seconds here well everyone’s it’s really responsive bunny oh good whatever yeah we’ll see how this goes throughout the presentation no kidding yeah all right I’m gonna give it ten more seconds everybody okay I’m gonna go ahead and

Close it and then I’ll show everyone the results sure all right so results are in when was the last time you looked at the AICP code 26% say within the last year 48% say the last time I got my AICP ethics credits which happens to be the largest percentage

Twenty eighty two percent when I studied for the AICP exam and 4% nope never looked at it so Bonnie I’m gonna take it back and return the the screen to you okay can I get my computer work in here okay you’re all set the screen is back

To you okay great well so we’re seeing some evidence that doing these required AICP ethics credits work in that it is getting you to take a look at the code so here’s our next question and unfortunately we can’t do the polling feature with this one because the items

Are so long so I would have loved to have seen your responses to this but so just think about these see if you can spot which one is a line from the AICP code of ethics so the first one we have is a should obtain education about and

Seek to understand the nature of social diversity and oppression with respect to race ethnicity national origin color sex sexual orientation gender identity or expression age marital status political belief religion immigration status a mental or physical ability okay is that from the AICP code well here’s another option be Shallon all matters related to

Their profession treat all persons fairly and encouraged equitable participation without regard to gender or gender identity race national origin ethnicity religion age sexual orientation disability political affiliation or family marital or economic status or is the line from the AICP code c shall not and lawfully discriminate against another person or

Is d from the AICP code members shall not violate the law in the conduct of their professional practice including in any federal state or local laws and particularly laws and regulations in the areas of antitrust employment environmental and land use planning and those governing professional practice so

Think about those I wish I could see which ones you would choose but I will move on and we will I will reveal the correct answer so if you chose C as being from the AICP code then hurrah you’ve selected the right one the other ones a is from the national

The code of ethics for the National Association of Social Workers B is from the code of ethics of the American Society of Civil Engineers and D is from the American Society of land scape architects and each of these codes really does provide us with something to think about the social workers code

Talks about doing the work of understanding the nature of social diversity and oppression while the engineers they kind of list everything out it’s pretty comprehensive and then D the landscape architect’s hey they’re even mentioning land-use planning who would have thought about that and then C

Is the AICP code and we will return to the AICP code as we go through this so let’s kind of think about why you ethics matter and have a brief overview of the code so if you want to go ahead load up the code and you can look at it or refer

To it as we go through the show here but really ethics matters and we have the AICP code and there’s also the APA code of ethics if you’re not a ICP and in general ethics matters and our codes matter because these are expressions of who we are and what’s expected of us in

Our profession these codes of ethics are meant to elevate our profession and to help us when we get stuck as to what to do the codes remind us that we are in this together if one of us is not trustworthy and competent it influences what people think of planners and our profession so

It’s part of our identities and how each of us perform our duties and uplifts the profession reflects on all of us so I’ve got another bit of a quiz here for you and this is one that you can participate in again from your computer so we’ll do

The polling again which of the code sections is enforceable that is if you violate it you can lose your AICP status so we have a section a statement of aspirational principles B section B rules of conduct C sections a and B or D any of the sections right that question is posted

So go ahead and select your choice we’ll give it 10 more seconds okay I’m gonna go ahead and close it and then now we’ll look at the result mm excuse me okay results are in uh section a received one percent of the votes section B 62%

Sections a and B 6% and any of the sections 32% okay okay great thank you so much so we’re seeing that a good amount do know the correct answer which is section B the rules of conduct so if you put that give yourself a pat on the back

That’s the correct answer so now we’re going to start transitioning to talking about our specific topic for day today so if we focus in on the code and our topic the rules in section bait B say no unlawful discrimination on the surface that sounds pretty all-inclusive until

You realize that some states have not made discrimination based on sexual orientation gender identity or gender expression unlawful in other parts of the code it does ask us to share the goal of building better more inclusive communities and to seek social justice so for me I didn’t really know how to

Think about taking meaningful action on those issue issues until I started to understand privilege I read the book and and in my input into this session will be leaning heavily on a book I recently read which is called deconstructing privilege it’s called deconstructing privilege it’s edited by Kim case and in that she

Points out that privilege is the flipside of discrimination while discrimination is an earned disadvantage privilege is unearned advantage and it’s really if you are someone who is lucky enough to experience a lot of privilege you don’t even recognize it as such and so that’s part of the the work that

We’re going to be doing today with this session is really understanding how we could take meaningful action to pursue our goals of seeking social justice and I’m gonna turn things over to Ward to kind of launch us thinking about these things thanks very much Bonnie and I want to start by echoing

Cades set up for us these discussions can be the the thoughts and the discussions can be challenging on an intellectual and a personal level when we discuss this in the classroom with students one of the things trying to do is frame that if you think about your

Kind of your sense of tension if you were on a scale of 0 to 10 if you were at a 1 or 2 you’re probably not really engaging with the material if you’re somewhere between say 3 & 6 then you’re then you’re probably working well but if you feel yourself moving up

To 7 8 or 9 then that gets into unproductive levels and can even be traumatic and so that is something as you are participate in this webinar and then also to the extent that you choose to do some of this work yourself or you’re familiar with some of this work

Already those can be some guiding principles because as we grappled with questions like privilege and identity diversity equity and inclusion the reason that we need to talk about these things and presumably the reason that you are here listening today is at least doing the part that that as a

Society we have not resolved tensions between privilege and discrimination so identities a question if you ask people about their identity you can get all manner of different responses and so our first question is when we think about identities what what does it mean in this context and what we’re talking

About diversity equity inclusion and privilege and so the University of British Columbia the UBC there you see at the top of your screen has a social identities worksheet and this is a we have the file here linked so you can do this you don’t necessarily we don’t

Expect you to do it here in this moment but this worksheet there there many variants of this but the worksheet sets up a set of domains these are characteristics and their characteristics that have impact on us as we move and interact with other people are they can they may not always

But they certainly can and we each have our own identities in these categories and one of the things that I find really helpful about this worksheet is that it juxtaposes to the extent that we feel privileged or marginalized and marginalized being similar here and thinking in terms of discrimination

You can even depending on the situation think about oppress oppressed as another category um but what I really like about the social identities worksheet is that it recognizes implicitly that there is a context dependence so if instead of the place I live now we were to edit this

And to say in my workspace that’s really different than perhaps the place I lived as a child where you could think about when I am on the weekends are not working in the environment I’m in that our identities that they probably do not change these things tend to be fairly

Static but the degree to which were privileged or marginal can change when we use this worksheet well let me back them for one second and just say some of these issues if you’re if you’re thinking about these in the privacy of your own space then you can

Be kind of forthright and open and honest but some of these identities if they were if we if we ask or force other people to identify they may feel that maybe a double marginalization a double level of discrimination depending on the situation in the status and so one of

The things that we do and when we work with this worksheet instead of asking people to so to speak out themselves we use questions like these to help us think through how identity plays out so considering your audio your social identities listed in the table above on

A daily basis which ones are you most aware or conscious of you can pick more than one domain if you want and so it becomes really interesting of identities that people are most aware or conscious of can vary vary quite widely in a population certainly from my experience

Hearing from people of color that it is hard to move through a day in our society and not be reminded in some way shape or form that you were not identified as white whereas you can move through many spaces in our society and not think about the fact that you were

White there are situations that are more male dominated or more female dominated settings and so what can be important to do when we reflect on our identities is to to reflect on what we have what we appreciate and what we might gain from that identity and also if there are

Things that are negative or difficult about that identity on the identities who we are but then in the context and in our interactions that can influence our experiences and then the second question building from that what of which of these identities are you least aware or conscious of and speaking for

Myself it is really easy for to get to forget I’m able-bodied and that I could walk or bike to work without really having to think about moving around as compared to when we talk on our campus we’re up on a hill and if you even just temporarily

Are in a walking boot or if you have an experience of being in a wheelchair or otherwise have mobility limitations navigating our campus can be really quite complicated extra time-consuming and it’s really easy to to just get caught in our own daily habits of mind and forget that others have have perhaps

More complicated experiences navigating then it’s also good to reflect on what stood out most to you in this exercise if you do this on your own I would encourage you to to pay attention if there’s some of these identities that you might resist recording or if they’re as Kate mentioned sometimes especially

When we move into the realm of talking about privilege that some of these things we didn’t necessarily ask for and so it can be a strange mixture of defensiveness or guilt or wanting to rationalize our feelings and it also invites the opportunity if this is done with other people who perhaps have

Different identities than you two to think to ask questions and and to learn about other people and see how their experiences can be different anything yeah warden when I first did this worksheet it was actually the first time that I really even thought about that I was a first-generation college student I

Didn’t that I mean today as an academic and I’m talking with first-generation college students or trying to make sure that they are successful I didn’t even think about myself and then when I did this worksheet it dawned on me oh my gosh I was a first-generation college student and they’re worth looking back

Now there were things about that experience that did actually negatively impact my age education and it’s because I didn’t understand the college academic culture I I thought I had to do it alone I had to pull myself up by my bootstraps and I didn’t need help and didn’t want help

Because I wanted to do it myself and so when all these professors were wanting to mentor me I thought no no I can do it I you know don’t need to give me this extra help I’m I can do it and I look back now and go good grief they

Were trying to be a mentor and I just was not receptive and it was because I didn’t understand that that’s what they were doing and I can look back and see that now and for me I am NOT a first-generation college student my mother was and we have discussions about

That and our family and I had some awareness but then by talking about for me with the social identities worksheet allowing students to do it privately but then being able to walk through the door of being able to talk about their experiences it’s really interesting the things that surface that you can’t

Necessarily see and how sometimes that gives again advantage or barriers and it’s it’s revealing – to hear students talk about you know I came to college and I assumed that in college everything kind of just the levels the playing field and I got here and then I got here

And I realized that that it’s really quite different that the the level of poverty that I experienced while I left it and live now in a dorm with other students it was not that that part of me stopped when I came to college and or thinking about the privileged

Marginalization in a place like I live now versus where I grew up was thinking about how people who identify as LGBTQ ia and a college town may have a lot more and domain to be their full selves but in their small town they came from realizing that there were people who

Were closeted and not able to be their full selves and so it’s really interesting how this can open up this type of exercise can open up self-awareness but it also can create the the bridge for compassion and thinking about how other people that we often don’t see their their full their

Full beings and we also don’t see their their suffering and I think as planners that the what we see in the classroom transfers as we think about what happens out in our interactions in small groups and with public meetings and we have a bit of a paradox in the sense that on

The one hand we want to approach every single person we interact with or we aspire to approach them all as individuals and a person as a person as a person we are all human but if we then say that we live if we if we if we think

That we can treat every single person the exact same and assume that we all came from the same starting point then we’re really we’re making a false assumptions and and reducing the ability to communicate with each other yeah so we’re when we sort of forget about these social identities and we’re

Thinking that we’re treating everyone the same then we’re we’re not recognizing the reality of how other people are reacting to us and what has influenced us from the outside indeed and so are we ready for it some a working definition of privilege Ward that sounds great okay

And you might explain these images so so one thing a colleague of ours has done with great effect Stacy White is when we’re talking about terms that sometimes it’s interesting to see what Google throwing the term into a Google search and hit image and see what

Images pop up out there in the world and if you don’t have to think about it it’s a privilege framing it as this this juxtaposition with discrimination or marginalization there can be many different dimensions of privilege I would argue that every single person on this call has at least one dimension of

Privilege because well one you have access to a computer or a phone yeah and then so at a very basic level and then you can work your way up to if everyone here is AICP then at some point you probably have higher education you probably have some funds to allow you to

Be part of a ICP it’s not cost cost-neutral entirely um and so we begin to think about what are the things that allow us to participate in different activities in life our colleague I would call your attention to the image in the middle on the left this is one that is

Actually really a very simple exercise that can be done and that’s to have people be in an environment and take a trash can give everybody asked everybody to ball up a little piece of paper and move the trashcan around and see how people’s reactions are especially if you

Say that if you make the if you make the shot and you’re gonna get a dollar or ten dollars or an A on your next test or whatever the the incentive might be then that really helps to explain that we all did not start with the same privileges

In this case it’s a very simple piece of your privilege based on where you’re sitting relative to a goal exactly well I think we have a yeah we have a written definition here as well so a special right advantage or immunity granted or available only to a particular person or

Group of people and so we’re gonna now ask for some some reflection on this epic yeah I would like I have a question for you and Kate and I made shippin as well and and as we reflect I would ask those of you that are that are listening to

This webcast to also think through in your own experience when have you seen privilege when we have we seen privilege in our work and it’s and it’s important to think about that on many different identity characteristics there’s privilege and marginalization so there many different ways this can play out

Yeah and and Kate I don’t know if you want to jump in here you want me to go first well I’ll share an initial thought and that is you know a lot of times we could have an easy go-to in terms of like let’s talk about how people advance

And their careers or not but we could skip that entirely and just discuss a lot of what I see people like recent graduates it what Bonnie described really struck me because I see a vast difference between some people who are very comfortable and familiar with the educational system and perhaps

Professional environments asking for help reaching out interacting networking just seems a little less intimidating or at least maybe they’re a little more able to fake it than other people who I I know for a fact don’t necessarily have that background don’t didn’t have that advantage of professional parents for example didn’t

Know just what you described going to college that you can ask for help and that’s a good thing and I see a lot of people sort of count themselves out or not take advantages of opportunities that are there because they think it’s not for them or they’re not quite sure

How to get their foot in the door so to speak when really it is something as simple as just express her interest well and and I’m going to kind of bring up that a couple of times I’ve been at public meetings and I don’t know whether

Any of you have have probably had this happen to you of being in a public meeting when the the topic of of race comes up and and it’s it’s often uncomfortable people don’t know what to say and when people do talk I find that they talk about two things that they

They they are inadvertently expressing privilege with the two things that they commonly say the first one is they say I don’t see race I’m colorblind and as I’ve I’ve read the book deconstructing privilege I realized that that’s something that that I have probably said or thought a lot and then

Now with kind of taking a step back and learning what really is underneath that is that this this colorblindness is ignoring privilege and it’s ignoring the racial context of of social identities and and public policy I mean if if you don’t see race then you really aren’t

Coming to terms with I mean we’re let’s face it we’re planners I mean we know that zoning codes have their basis and their origins in being discriminatory the tools the subdivision regulations and zoning that we use every day don’t have a an inclusive history they started

Out as ways of excluding people and so I think if we don’t confront that and don’t think about race we we miss the good and the bad we also miss those times when communities of color have accomplished great things and and then were we miss that oh I’m

Actually using a zoning code that maybe I need to check in on what are the ramifications of it so so being colorblind sounds good but it may not and I’ve seen this play out in a very visceral human level and that is when there have been organized discussions

Around race or race has come up that often hearing tremendous vulnerability and pain and anger being expressed around experiences of systemic racism and individual bigotry and and that often what you can watch and perhaps even feeling yourself is a sin so that’s I’m I don’t want to be identified as

Part of the problem it’s just based on my race and so there’s a desire to profess colorblindness and I don’t see color blindness but you one can acknowledge that there’s tremendous racism in our society without and that we benefit from that racism if you are white without saying oh I’m a bigot and

I want to treat individuals with discrimination but to say that I don’t see color or that’s not a problem here where we are we’ve moved beyond that actually says that your experience does not matter to whether we’re talking about people of color or other people who have experienced marginalization

That it says really that I don’t see you I can’t hear you and I’m choosing not to see you and hear you because I don’t have to I can move through and not really feel or experience these problems so it’s the interplay of the systems and the individual and it’s really

Complicated and it’s it’s there’s thought and there’s a motion that’s really mixed in here it’s not easy work yeah and in the the second thing that I’ve heard at public meetings when those rare times when we actually talk about these issues someone will say oh well my my kids

Don’t discriminate and they’re great they they all get along so let’s just wait until our children get older and then everything’s going to be okay and I I’ve heard that and I kind of feel like in my stomach that that’s somehow not quite getting it but it is a little

Hard for me to articulate what maybe that is getting out I don’t know if if Ward has a way of explaining why I feel uncomfortable when I hear things like that um I mean I think to some degree that that that is seating it’s more comfortable to withdraw and not

Experience the feelings or thoughts that can come with difficult work oh we are you’re sort of saying it I don’t have to be involved I just have to wait for others or I don’t have to do the work it may be that you that you can feel that

Way there also could be I mean and there’s some wisdom in that from a self-protection hmm there can be some wisdom and I mean some of the discussions that happen can put us in fight flight or freeze mode right because because there’s a lot of pain that is occurring in our societies and

One of the beauties I think of planning is that part of our work is calling us to help help humans flourish mm-hmm and that’s there’s something really motivating and empowering in that but it it also is a risk-taking venture I know that’s you’ve talked to a planner and

That’s a quote that engaging the public is a is a risk-taking venture and we don’t take risk without sometimes missing the mark and and also when we think about that generational impact there’s a there’s a danger there because we’re being observed every time we do anything if whether it’s the the adults

I mean that has also been something in the news right now a Kade Kade referred to is okay what messages are our teenagers who are watching discussions in the US Senate right now getting about how we interact with each other and so to abide our time and wait for a

Momentum that’s an easy way to let inertia not well and it is kind of ignoring that that discrimination is is embedded in our systems and whether we sometimes realize it or not within public policy within the very institutions that were operating in and that in the past when it was more overt

You have whole groups of people that just because of who they are they have been disadvantaged and they they didn’t they don’t have the same ability to have that their families in the past generations accumulated wealth and were able to hand that down weren’t able to hand down to their kids this knowledge

Of here’s how college works so that because of discrimination in the past that that people are behind and that there’s going to just have to be that active moving of uplifting people from us a systemic point of view so that if we just sort of think oh it will just

Eventually get better on its own we’re kind of ignoring that some people are there’s their starting line is further away from our starting line and we will that’s what I do I do kind of have a question about that though because I realize a little bit of what we’re

Discussing and probably where I started even was not really discussing privilege but discussing marginalization and I’m thinking back to the Google images and this idea that if I did a search for what is privilege I would think of that almost as like a reward like that’s something you want you want to give

Everyone the privilege to do something you want to give people earn the privilege to do this or that and it’s a good thing and it’s something to aspire to even so then I’m left wondering so if the people who are going to be having the discussion about privilege are in fact those with

Privilege rather than the marginal is marginalized people is that a fair discussion is it really useful should we be discussing marginalization instead I think my instinct is to say that there is a need to talk about marginalization there’s a need to talk about privilege will return

With what bonnie was just saying I think really will set up well when we return to definitions of equity versus equality but one of the things I think is important and the in the work on privilege is that some of that work needs to be done if on a on a

Characteristic self-reflection shows that you’re on the privileged side of that then a lot of that work needs to be done internally and recognizing the privilege and not taking it for granted and assuming that you have that privilege because that that not to confuse privilege with difference in

Your human capabilities that you were a better person to confuse that a privilege is is a sign of work in some way shape or form so I think that is something that if we’re talking about any of these characteristics that if one is in the the privileged group then some

Of that is is is work that needs to be done internally or with other people that share the privilege to figure out okay what are we experiencing here and how or how might this be inadvertently and unintentionally and systematically excluding others all right well and and

I think we’re gonna get to a different term here and it might help us think through this so hold those thoughts everybody so we’re gonna have another chance to send in your your polling answers our next question is have you heard of the term intersectionality and what it means

So a not heard of it be heard of it but not sure what it means see familiar D very familiar and use it in my planning work so so jump in here yeah everyone it’s up on your screen so go ahead and enter your selection give it ten more seconds okay I’m gonna

Go ahead and close close it and show our results okay have you heard of intersectionality and what it means the highest percentage of 51% oh I haven’t heard of it 30 percent I have heard of it but not sure what it means 15 percent are familiar with it and 4 percent are

Very familiar and use it in their planning work it can bring this back to you great thank you and I have found that thinking about intersectionality really helps me get out what Cead was just talking about again here’s our Google image search of what intersectionality means and so think back to that social

Identities exercise we need to be thinking in terms of how all those identities actually intersect and how they they all contribute to the lived experiences of each person and some of the identities result in privilege and some results in marginalization and it’s all depends on context so this idea of

Intersectionality really was where I started to think about what this really means on the ground and and making is thinking about privilege something that is actionable so it also brings us back to seeing the individual versus just over general as I over generalizing and group stereotypes so mener connected nature of social care

Organizations such as race class and gender as they appear to a given individual group regarded as creating overlapping and interdependent systems of discrimination or disadvantage or advantage and so it’s easy to talk about privilege and to immediately start thinking of white privilege but the intersectionality is reminding us that

There’s also gender conforming privilege there’s heterosexual privilege there’s male privilege there’s socio-economic privilege there’s Christian privilege age privilege and also able-bodied privilege and it’s not until I started kind of seeing things from this intersectionality point of view that I could kind of figure out what this means and that it’s it’s

Highly changeable depending on the person and it’s highly changeable compared depending on contexts so I have a little scenario to maybe help us think about these things and so here’s the scenario you are a planning director at a city you are to mediate a dispute between your zoning administrator who has

Applied a regulation and the applicant who says they did so incorrectly and they want to send a complaint to the Board of Zoning Appeals so as you are sitting there and you are picturing the Zoning Administrator and you are picturing the applicant who are you picturing and I would kind of bet that

You’re picturing a white male Zoning Administrator and that you’re picturing a white male applicant if that’s what you’re picturing and you immediately go to well I’m going to ask them questions and see what happened here by just looking at the rules and regulations and just see you know did they get applied

Properly but now if I change the picture and if we think about what if the Zoning Administrator is a white male and the applicant is a black male does that maybe change how you would approach what happened in this situation then if we think about well what if the Zoning

Administrator is a white woman making a zoning administrators salary and the applicant is a wealthy Hispanic male does that influence how you think about what you would do in this situation to figure out what happened and then if you think about what if the Zoning Administrator only has an undergraduate

Degree and the applicant has a master’s degree in urban planning does that influence how you think about things whether you want it to or not whether you’re wanting to just say I’m gonna base my decision by just looking at the rules and regulations myself well that kind of means that you’re ignoring some

Other things that might be going on so that sort of shedding light on the intersectionality and how the advantages and disadvantages of that situation changes depending on who these people are that’s what has been meaningful to me about understanding about intersectionality is well and I would add that there are there the

Characteristics that can connote that can confer privileged kind of our phenotype what we exhibit to the world and then they’re the ones that we can’t see and that’s where we have to be careful not to make too many assumptions because those assumptions can lead us astray um

It mean slowing down and getting to know people better and it also requires a tremendous amount of self-awareness because youyou don’t want to interrogate somebody about all their life and everything that led them up to meeting with barriers yeah but you also need to be open to the fact that just because

Two people look alike does not mean that they are bringing the same experience to the table so let’s get on to some other terms here oh but first we’ve got we have some other exercises for enhancing self-awareness and some things that you might try or think about that might help

You figure out what this is all about well and if it’s not clear already one thing I think is is worth making overt again is that this is we are opening a number of doors today these are lifelong processes the terms intersectionality and privilege were not prominent except

In certain parts of say the academic literature or subsets of the population and these these terms and and many of these things are changing over time in the ways we think about identity I know when I was in Middle School that thinking about LGBTQIA would have not

Made sense to us at the time there wasn’t that language and so this is an ongoing process it’s not a set of answers that we are giving you here so in terms of enhancing self-awareness at some point you may want to load up and watch a video of a privilege walk

And maybe all I’ll describe it and then ask Kate or Bonnie if they have thoughts on on what they if they have any experience with this but a privilege walk essentially what you can do is line up a number of people in a line and everybody face the same direction and

You go through something like the social identities worksheet and you say take a step forward if you’re white and a step black back if you are not white and if you are male and if you are not male and do the step forward and back and so what happens is

You get the spread of the room based on people’s identities and it exposes intersectionality as well I’m curious I know I have my own thoughts but Bonnie okay do you have have thoughts on have you participated in one do you have thoughts on how this actually works we

Have not participated in one but I definitely want Bonnie to explain some of those they experience a dish but the pitfalls because I think this is I just this is really important because it really I think highlights how difficult it is to have this discussion no matter how well intentioned right exactly yeah

And so in the image on the screen you’re seeing where they tried to do a modified privilege walk where you have people mark down their their answers and whether they would take a step forward or a step back on a piece of paper that they then put on the wall anonymously so

Each person goes into the room individually puts up there’s there’s sticky note and then leaves and that’s one way of sort of showing these things but you’re not actually having to stand there as either the highly privileged person or stand there as the highly marginalized person we did a

Modification of this privilege walk actually at the Kansas planning conference where instead of you being yourself and doing the privilege walk we handed you a piece of paper that had an identity on it and we ended up with some people at the front of the room and some

People were out the door and I think it was very sobering to see that actually happening but it really this sort of privileged walk needs to happen in a place where you’re really trusting of people and and yeah there can be some pitfalls to it so that’s one reason why

We’re putting up your watch watch a video of it online and see what happens and and baby and don’t actually do it unless you’ve got a group of people who trust each other and real comfortable with each other I think that that’s sage advice there’s I’ve watched one that’s

Been done with with with students and it’s been videotaped and and it’s really bothering because you have some students that essentially have been pushed to the back who are who are crying there yeah visibly shaken and other kids giggling at the front and getting in a sense and

It it’s revealing it’s very revealing about some of the challenges we face but those those are human beings that are having to do it yeah I dunno colleagues that that do it and really they really have found it to be very beneficial but those are people who want it depends on

Your identity and have you had a group of people you’re working with together for months at a time and you have a good sense of trust and rapport and a sense of compassion for each other and also the skill of the person who’s in going to facilitate a discussion about it

Because doing the exercise alone and then just letting it sit is not what we want to be doing yeah the other thing you can do that’s sort of just for self-awareness is take an implicit bias test and we put up a link there of one you can take and and it’s basically

Showing you photos of different people and asking you just to to click on one is good or bad and for me when I did this this was a humbling experience because I have to admit that my response rate of responding good to an african-american image was slower than

My response to an image of a white person and I’m not proud of it but it was very revealing to me and helped me realize that I still need to do some work so is it may be time to move on to some other things to think about

Yeah but I wanted to give people also one pizza context the implicit by and biased implicit bias tests go through things like race and sex they also go through things like body size there’s a number of different ones that you can take and one of the things that I would

Say that we have to simultaneously kind of hold imbalances we receive messages all the time through media through moving through space and there’s a concept called neuroplasticity our brains are constantly rewiring and every time we get a message it causes a set of neurons to fire together and that

Strengthens that set of neurons so if on new if you turn on a news channel and see something that is has a high level of privilege and marginalization and a TV show or whatever it might be that’s reinforcing in your brain the next time having what might be a racist thought or

A body image favoring people who are skinnier and these messages and and we know we see this otherwise there wouldn’t be marketing and advertising if we couldn’t shape how people think so that creates a tension between the fact that we we are all being it’s like we’re

Walking through a forest and there’s all sorts of thorns that we’re encountering all the time coming into our bodies and we can choose to ignore them or we can choose to take them out it does not make you a bad person necessarily to have implicit bias it’s information that then

You can work with and try to proactively change yourself moving forward yeah and I think the one thing that you’re kind of pointing out to us-ward is that we sort of whether we like it or not automatically divide people into us in them and that’s that evolved for us

Strategically there’s evidence out there that that humans many ways that our brains work were evolved to be in small groups of somewhere between 25 and 150 and that helped us survive there’s again there’s wisdom and being having a sense of us gives us protection it gives us a

Sense that we’re going to be able to rear our young and protect each other what becomes challenging is when the the difference between us and them becomes arbitrary and also when there’s conflict between an us-and-them and part of it has happened is that we no longer move through a forest or a

Savanna or other landscapes as herders as as herders and work in small groups and so we are now in a global society and we are bumping into them all the time so we have some reflection questions that we’d asked you to think about have you seen us in them dynamics in our work

And your work and what does what does that look like what impact does that have and what’s the planners role in addressing us versus them that’s a lot to digest well and I would just say that you know what as a planner what comes up all the time

In us versus them is often renters versus homeowners that seems to be just so common and then we as planners have to figure out how can we get affordable housing when we’re trying to deal with this us versus them all the time and and then I think we’re gonna move on to some

Other kind of definitions and things yeah and the US versus them doe doesn’t have to be super fraud it can be elected officials versus the Planning Unit it’s some planning units ah no that never happens you could have a bunker mentality or you could have a planning

Department that has a struggle with the the public works I mean these things happen they don’t have to be very difficult on on identity issues but they do pop up all the time what do we mean when we talk about diversity equity and inclusion and privilege well we’ve

Talked about a number of these things one thing when we do our google image search on diversity we see when when ask people to an interactive setting the color is the first thing that jumps out the very and skin color the variation and the images that are here one of the things

That that I’ve only begun to really notice consistently recently is how often people say that someone is diverse but someone can’t be diverse I mean you can have multiple identities multiple different characteristics but you cannot simultaneously be diverse in one identity that’s what identity means and

So then what we need to think about is as a group we have diversity and diversity can be across many different dimensions and I think sometimes we fall into the trap of associating diversity with skin color and that we think that that hiring for diversity should be thought of as hiring exclusively hiring

Somebody with a different skin color and that’s a limited way to approach diversity and it also can tokenize the individual that it’s brought in for diversity so intellectual practical personal engagement with issues related to social justice and equity this is something that that Bonnie touched on earlier the difference between equality

And equity I call your attention to the upper-left corner this image sometimes in life we like it when there’s equality because we happen to be the tall person and sometimes in life again this is where we’re intersectional in multiple identities we would much prefer equity because we’re the short person in the

Image and it raises some interesting tensions you can see this in our society between sort of individualism equality we’re all going to be at the same starting line versus as a community do we want everybody to be able to see and so this distinction between equality and

Equity is one that we see I think also play out in a lot of us versus them discussions if we’re not cognizant of our privilege it’s easy to think that equality is fair but when we begin to recognize our privileges we might begin to think oh wait a second I’m aware of

Ways that my box is is taller than someone else’s or we’re standing equal but I was brought to the starting line in a better position than other people who are here with me so equity we can think of as a safe healthy and fair environment for all people and

I think we would argue and hopefully it would land in fertile ground on your end the seed of thinking that equity can cross any dimension of our work in planning schools housing workplaces public spaces transportation when I hear inclusion and look at an image like this I see again the color that’s very

Similar to diversity but we begin to see a little bit more of bringing in people with different physical abilities you see some some wheelchairs here when I hear inclusion I’m reminded of Richard Florida’s creative class book from 2003 or so where the the alliteration was cities need technology talent and

Tolerance and while that worked out pretty well for having the three T’s in his book there are very few people who when they walk into a space say you know what I really want today is to be tolerated inclusion is a much more holistic point and I think that as

Planners we have we have learned a lot going back over the last few decades that we need to engage the public not just when we come to some decision menu but in framing the problem and to having a vision for our community that’s inclusion at every step of the way an

Inclusion challenges us to think again about privileges if we hold a public meeting at 3:00 in the afternoon there are people who can make it and people who can’t if we hold a meeting without child care who is excluded from being able to intend attend even though we

Didn’t set out to exclude them so fully involving and engaging all people in the community so it’s equity and process and diversity and process so we’ll ask you to think about today have you seen these sorts of struggles diversity equity inclusion in your work and what your

Role is and we’re just about to give you some ways thinking about your role this is a this is a book that I have it’s deep diversity a book by Shaquille Chowdhury a Canadian education and diversity consultant and thinker and he provides us with a very useful framework that’s

Grounded in the latest sort of psychology and neuroscience as well as thinking about systematic ways that we interact as people and I think as planners most of us at some point have been taught or experienced or identified with the desire to speak truth to power

Or to work the the levers of power we’re cognizant of elected officials power and administrators power and citizen power we also I think see tribalism a lot this us versus them whether it’s within our units within city city government whether it’s opposing neighborhoods developers versus a neighborhood these

Power and tribes were pretty familiar with seeing in our work we also need to be aware of biases I think we all probably know intuitively that we do not think perfectly logically all the time there’s been Nobel prize-winning work over and over again over the last few

Decades showing ways that we fall into traps because if we were to slow down and try to take in every piece of information in our environment we would we would spend our whole life just trying to see that what’s around us at this moment so we have all sorts of

Shortcuts in our brains but they can lead us into traps and one of our jobs and one of the things I think our field can bring is we try to slow down and be deliberative and do analysis and get the relevant data where I would argue as a

Field we often fall short is we forget that every single thought we have is somehow affected by our emotions whether we’re talking about feelings of privilege and marginalization in a heated public meeting or if we’re just talking about the fact that perhaps someone honk their horn mercilessly as you drove into work today

On those kinds of things affect how we feel and how the people around us feel and they affect how we think and then those things can serve to reinforce and complicate us versus them and power dynamics this is a book it’s a very short very readable volume I highly

Recommend for any planner that wants to think about these issues of privilege of the book also has eight very short inner skills that one can work on some exercises on your own time I think the upshot of the book that is really a novel way to think is that a

Lot of us are familiar with across different religion and philosophical traditions that do unto others as you’d have them do to you that’s good but Chowdhury argues the for the Platinum rule which is way harder to do treat others the way they want to be treated we can’t assume that other people want

To be treated the way we are treated or the way that we want to be treated and again inconsistent with some of the themes this is not a sprint but it’s an ultramarathon it is going to span generations but we can’t leave it up to the generations after us to do this kind

Of work well and war does an interesting exercise in his class with planning students where he takes the AICP code of ethics and he asks students to look for whether they see any of the four pillars in the code emotions biases tribes and power and maybe Ward just tell us

Briefly what that exercise seems to reveal well it is interesting there’s there’s plenty of attention to US versus them and even sometimes inadvertently puts us the planners and versus the public as if we’re not part of our communities but there’s an importance to our professional identity so that’s attention

There is certainly attention to power in thinking about people who are most vulnerable in our communities there’s a little bit about biases sort of if you think about integrity of the information and analysis that we do that we’re trying to be deliberative and not just

Kind of shoot from the hip so to speak and go with our quick thinking what my students and I’ve seen consistently is there’s almost nothing in there about what we might think of as emotional or social intelligence that we need to be aware of ourselves and how we

Feel at any given moment and how the people were interacting with field like that that has any shaping of our work yeah that seems to really be missing and we’re gonna have another chance for you to to wake up and use your keyboard here what do you think about emotions in your

Work you can choose a yeah emotion happens and I yell be yeah emotion happens I want to run away or I freeze up see I just suck it up and get through it I remain neutral or D I’m very aware of self-care and pay attention to when

Emotions are taking a negative toll on me so what do you think about that maybe I’ve lost Christine even oh no I’m here I’m trying to pull it up for you it’s being pulled up there’s an interesting blog post and recently by Lisa Schweitzer in California who raises the

Question when do we talk about the emotional abuse of planners and has some provocative thoughts that you may find interesting for thinking about your own work it is loaded it’s up on the screen everyone can you ever just plug in our seconds okay I’m gonna go ahead and close it and

Show our results okay um what do you think about emotions in our work six-person which is the lowest yeah emotions happen and I yell 10% yeah motions happen and I want to run away or I freeze up the largest percentage forty four percent i I just suck it up and get

Through it I remain neutral and then forty percent I pay attention to when emotions take a negative toll on me so those are our results so now I’m gonna throw your slide right back on there you go thank you yeah I find it fascinating that from that 1 in 6 planners is

Essentially experiencing kind of trauma type experiences with emotions they’re feeling like the need to yell back or to shut down and that’s not sustainable that that will lead to burnout well and it is enlightening to see that 40% of you are paying attention which is great and we’re wondering how have you learned

To manage your emotions at work hey I haven’t be on the job through trial-and-error see formally through job training or self-help resources or D I learned it in school and that one is oh so now I’m a great word and we’re gonna after this wrap things up and open it up for

Questions I’m really fascinated to see what some of the responses are here yeah we’ll give it ten more seconds okay I’m gonna close down and show our results here okay how have you learned to manage your emotions at work five percent I have it 70 percent on the job trial and error

۱۹ percent formally through job training our self-help resources and six percent in undergrad or graduate school so I’m gonna close that and uh this green is back well gosh those those are some sobering numbers for Ward and I who are professors who are teaching planning students shows like we we maybe need to

Do some some work on providing some help for those future planners that it also I recently looked at 400 400 different AICP events in July and August and of those about 10% had something to do with facilitation or Public Engagement only one of them really had anything to do

With me emotions and work and it was about essentially how to deal with an oppositional public meeting ah so yeah I hope very much yeah yeah we’re we know we’re thrown into it a lot and then we’re not given some good tools to deal with them so just to last some closing

Closing thoughts on what can you do do some homework some self-reflection those that social identities worksheet the implicit bias tests read some feminist or queer theory don’t go it alone look for allies opportunities experts elected officials looking to address diversity equity and inclusion issues hey those social welfare people know a

Lot use your critical eye critically evaluate plans and processes how did we get here are they based on some sort of cultural hierarchies or systemic ways of thinking that are impacting what we’re doing today think about those four pillars and whether and how those are influencing your thinking seek out and push for

Training look for cultural competency training interact purposely seek out people different from yourself and take care of yourself this is intellectual and emotional labor so remember self-care and doggone it it’s a marathon sometimes the best you can do is be fearless and keep trying and give yourself a break

When you make mistakes so we are now at the point where we have some questions okay well we don’t have a ton of time we might only get you have to one or two of these but that’s okay um so let’s see you what should we do here there’s so

Many I want to see which one I want to go with here alrighty so wait you were discussing this is way back in the beginning black versus white in daily life living in New York City I found it very enlightening and provoking that black seeks identity as african-american

Privilege and black Hispanic looked upon as less privileged there’s a perceived hierarchy generally among the ethnicities in this race racially diverse community which was surprising to me so I didn’t know if anyone wanted to comment on that it’s just a comment it wasn’t a question but I wanted that

One to get out there um if you have any comments on it or if not we can move on in to a question yeah that’s really showing that intersectionality and how some in some contexts something might be marginalization and others it might be privilege and this this was brought up about that

All the different types of privilege and this question is I recently heard the term skinny privilege with respect to the privileged society provides to thin people versus heavy or obese is this yet another example of discrimination we should seriously consider given the differing value society places on people

Of different shapes and sizes yeah exactly and and part of that implicit bias test will test those things as well and see when privilege was first brought up in big thinking circles it was thought of as simply white male privilege and that that’s what it was it wasn’t till later that people started

Going wait wait wait there are other privileges out there and people started bringing up intersectionality and and so skinny privilege that’s another one to add to that list to raise our awareness okay thank you next question well this is a I’ve had a lot of comments yes this webcast

It is reported it will be available on our YouTube channel just search planning webcast and we will have a recording or I’m sorry we we will have a PDF copy of the presentation on our webcast web page Ohio planning that org slash planning webcast one of these questions I want to

Follow up on you had mentioned a link Bonnie um I’m trying to find it now because a couple people asked about it we’ve got a lot of questions so I’m just I’ve been trying to sift through them and oh there we go oh could you please provide us

Links to the identity survey that you mentioned before and also who the author is of deconstructing privilege yeah so deconstructing privilege is Kim case CA se and then I’m finding a social identities worksheet if you just do an online search for social identities worksheet a bunch will come up and I

Like the British Columbia one because it does do that context part but the links to all the resources there should be enough information for any of the resources we mentioned in the slides and if not feel free to email certainly Bonnie or I and and we will be

Responsive yeah yeah and and I will put a plug in for that the AICP ethics committee is getting ready to launch an update of the code so if this has prompted any thoughts on your behalf that you would like to express or anything you would like to suggest about

Changing the code please do send those to me I’m on the committee and we really are looking for your input great I think we have Lizzie we have time for one more question what let’s see do you have any facilitation tools that you have found most effective for talking about

Discrimination with the community one thing that I’ve read about that worked really good in actual planning practice was something called an ape house autobiography and that’s where in a small group setting you have people write down and and talk about the different houses they’ve lived in over

The years and then they discuss them and that reveals how each one is thinking differently about what a neighborhood means or what being a neighbor means and so that’s one way of revealing perhaps that people are coming from different points of view so that’s one that I can think of right

Off the top of my head well and one thing I’d be curious what was in the the questioners head but I think one point really to emphasize is that this is about community building and climates and it’s there are techniques that can be helpful for facilitation a lot of

Things that people learn in facilitation training is consistent with what we’re talking about but sometimes that facilitation training stop short of thinking through as overtly about our own identities and privileges and how that shapes facilitation but I think the biggest point is that it takes again self-awareness and self-regulation is

What planners can work on and then then the tools that we have in our toolbox already can really be used more effectively in terms of facilitation right okay people actually I was just gonna say building community takes time this is this cannot be done in a drive-by format thank you um we’re gonna

Go ahead and close up shop and a couple people asked how many folks we have online just based on some of the polls that we took and there are over 400 people on the line so we had a really great group today and thanks to all three of you for putting this together

And kind of being out on the the front line there and talking about these issues we really appreciate it again head over to Ohio planning Network slash planning webcasts and you can get a downloaded PDF version of the presentation and we’ll have a recording up shortly on our YouTube channel and

Every one we will talk next time thanks again and have a great weekend thank you thank you

ID: Y_E7Nww1ew4
Time: 1539354375
Date: 2018-10-12 17:56:15
Duration: 01:29:36

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