In many DEI conversations, people say no one wants to feel bad or guilty so let's avoid that. That's not helpful. What we need to do is help people (especially leaders) develop the capacity to label and navigate strong emotions. Guilt, shame, and pain offer signposts for insight.
It is perfectly natural to feel ashamed when you encounter the full weight of the historic and contemporary manifestations of racist oppression in the United States. Just looking at the history of one marginalized group can feel crushing.
However, grappling with those painful histories and realities is essential to understanding the depth of the issue and the necessary steps to take to address the problem.
If we must avoid anything, it is denial and dwelling not emotions. We can use our emotional insights to plow deeper, learn how to label feelings without dumping them, cultivate empathy, and shift our energy to create the momentum to topple these oppressive structures.

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More from @FamusShamus

17 Sep
Recently I was talking to a client and they asked for my point of view on whether organizations should frame their efforts as anti-racism or racial equity. Here was my response: /1
“It depends on the culture of your organization…. /2
“Lots of organizations profess equal opportunity, express intentions for inclusion and belonging, and prefer an overall positive framing of diversity and inclusion efforts…. /3
Read 12 tweets
16 Sep
A common question we get as it relates to DEI is how long will this "all" take. As someone who also likes numbers rather than an "it depends," here are some numbers to get you started.
Embedding culture change within an organization will likely take 4 - 6 years.
Depending on the training organization that you're working with, developing a shared analysis of racism could take as much as 3 days.
Read 5 tweets

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