Move Beyond Power, Politics, and Political Correctness
We can better understand how inclusivity brings us together by understanding the places it can drive us apart.
This is a time in human history like never before. We are coming together and looking at the power structures between us, some of which have been in place for centuries, even millennia, and asking how these structures can be better understood inside our workplaces, homes, and relationships — in service of a better tomorrow.
More and more we are seeing our biases exposed, around race, gender, age, and many other variables. We want everyone to have an equal opportunity to be seen and honored as they are. Those who historically have not had a voice are asking that their unique struggles be heard, and acknowledged.
And yet, as we move towards greater inclusivity we’re also seeing some unintended consequences, such as:
- Oppressive rules around speech and “political correctness”. There can seem to be a hypersensitivity to language and behavior that can create a culture of fear.
- Endless processes of blame and accusation that don’t seem to ever resolve.
- A victim-oppressor framework that doesn’t allow any other narratives to come forth.
- The inversion of power hierarchies instead of their transformation (with a new group of oppressors at the top instead of no oppressors there).
- Devaluing of assertiveness and aggressiveness that can breed innovation, both inside a team and with competitors.
- Creating a talent drain as some leave rather than speak out.
- A monoculture that only values a narrow range of attitudes, politics, personality types, and communication styles.
- The demonization of those with differing views.
- A focus on internal politics and policies which draws too much attention away from action and movement forward.
The good news is these unintended consequences can be understood and addressed.
Inclusivity dogma can be transformed into a greater organizational intelligence that offers a genuine respect for differences, without creating a whole new set of challenges that end up driving people apart again.
As humans, we have a great deal in common with each other at the same time that we have significant differences. We need to understand and honor both, so that we can continue to live in a rich culture with of a full tapestry of human beings.
These skills — of seeing our sameness and of honoring our differences — can be taught and cultivated in ways that are inclusive and aware of historical and existing patterns of oppression — but don’t flatten or pathologize differences.
Inclusivity, as you will learn in this program, can become an even greater expression of care for one another and create a dynamic environment in which people can truly thrive.
This online course will teach you how to recognize and anticipate the common places where inclusivity can end up working against itself. There are specific skills and actions that can help you move an organization into a genuinely diverse space — where differences can be harnessed for greater creativity, team cohesion, and self-expression.
About The Course
Inclusion 2.0 provides a guided, step-by-step approach for developing the skills that create and cultivate a truly inclusive culture.
This course combines the breadth of Diane Hamilton’s lifetime of professional mediation with the depth of her Zen practice. It harnesses the insights of developmental psychology to address some of the most intractable issues facing conscious companies and individuals today: namely, how to create a sustainably inclusive culture that is innovative, deeply curious about itself and its world, and forward-moving.
By learning the skills that foster both sameness and difference as healthy, conscious dynamics in your organization, you will be equipped to address inequity and unhealthy power dynamics at their roots.
This course consists of video and audio materials that were recorded live as part of an interactive course with a variety of professionals, who were all facing specific challenges around diversity and inclusion their workplaces.
They included professions as diverse as school teachers to human resource managers to business owners—and this breadth of participants allowed for a rich and comprehensive program, rooted in the real world, to unfold.
From this 6-session course, we have edited the best skills teaching, pragmatic examples, live demonstrations and useful Q&As into a carefully sequenced set of videos and audios designed for the self-paced learner.
You’ll find that this course gets underneath the often competing claims about diversity and inclusion by offering a core structure and skill set that you can use to clarify just about any challenging power dynamic. This course will:
- Help you acquire a baseline for creating a truly dynamic experience of diversity.
- Help you to transition from an unhealthy inclusive culture to a healthy one.
- Help you to work with differences in a way that makes true inclusion possible.
Inclusion 2.0 offers easy-to-digest video teachings and guided practices for immediate application.
About Diane Hamilton
Diane Musho Hamilton brings decades of in-the-trenches professional mediations into her playful and deeply insightful group facilitation, consultation, and training. She is well known as an innovator in facilitating group dialogues, especially difficult conversations about culture, religion, race, and gender relations because she has developed the tools necessary to turn conflict into cohesion.
She was the first Director of the Office of Alternative Dispute Resolution for the Utah Judiciary, where she established mediation programs throughout the court system. She is the recipient of several prestigious awards for her work in this area, including the Peter W. Billings Award and the UCCR Peacekeeper Award.
Additionally, Diane is a lineage holder in the Soto Zen tradition, and has studied and practiced Buddhadharma for over 25 years. This deep work around releasing egoic identity has, ironically, given her tremendous capacity to work with egoic and cultural identity in a way that is fluid and open to the possibilities of change. Her meditation training began at Naropa Institute in 1984 with the teachings of Choygam Trungpa Rinpoche. She was ordained as a Zen priest in 2003 and received dharma transmission in 2006, and in 2018 received “inka”, or elevation to a roshi (a recognized Zen master and lineage holder).
Diane is the co-founder of the Integral Facilitator Programs, through which she has trained over 500 leaders across 6 continents. She is the author of Everything is Workable: A zen approach to conflict resolution,The Zen of You and Me: A guide to getting along with just about anyone, and Compassionate Conversations, all published by Shambhala Publications.
Foundations of Healthy Inclusion
- The hallmarks of Healthy Inclusion
- Tips for Leaders and Convenors
- Understanding sameness & difference
Why “Sameness” Matters
- The skills for supporting sameness
- Understanding developmental diversity
- Creating healthy inclusion
Understanding and Holding Differences
- The hallmarks of Inclusion Dogma
- The value of difference
Skills for Difficult Conversations
- Skills for working with difference
- Demo: facilitating difference
Sameness and Difference in Dynamic Harmony
- Expand your range: being “one up”
- Expand your range: being “one down”
- Demo: Facilitating conflict
Free to Include While Still Moving Ahead
- Integrating your shadow
- Working with power dynamics
- Saying “no” to unhealthy inclusion
What you will learn and practice
A commitment to Inclusivity is only the beginning
Healthy inclusion looks at power as an object of awareness
“Domination” and “submission” can be used consciously inside of cultures, but we must remember that hierarchies of power come innately to human beings. By seeing and talking about power, we can see where it sometimes serves us to be in charge, or to follow another’s lead. We learn that power itself isn’t a problem, but only when it’s used unconsciously.