JEDI - Basics 101 Presentation_elevateHER

JEDI - Basics 101 Presentation_elevateHER

Introduction to Justice, Equity, Diversity & Inclusion

elevateHER Cohort February 16, 2022

Vulnerability Matters

The evolution of an unplanned journey

• Structural Engineer

• Masculine presenting Model

• Social Media Influencer @thealvaradoexp

• Sharpe Suiting Stylist @Sharpe_haus

• Visual Activism

• DEI consultant, The Alvarado Experience LLC

• Leadership Tampa Bay D&I committee @leadershiptampabay

• JEDI Council Leader @wginspiredby

…but still a structural engineer

What is JEDI?

What is JEDI?

jedi: a person who shows extraordinary skill or expertise in a specified field or endeavor (Star Wars reference)

But also…

I nclusion

E quity

D iversity

J ustice

The dismantling systems and structures that create inequality, replacing them with systems that promote fairness, and creating opportunities for diverse groups of people to thrive together.

The fair treatment, access, opportunity and advancement for all people, while at the same time striving to identify and eliminate barriers that prevent the full participation of some groups. The principle of equity acknowledges that there are historically underserved and underrepresented populations and that fairness regarding these

Socially, it refers to the wide range of identities. It broadly includes race, ethnicity, gender, age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, veteran status, physical appearance, etc. It also involves different ideas, perspectives and values.

The act of creating an environment in which any individual or group will be welcomed, respected, supported and valued as a fully participating member. An inclusive and welcoming climate embraces and respects differences.

unbalanced conditions is necessary to provide equal opportunities to all groups.

What is JEDI?

INTERSECTIONALITY

Where is your Organization?

Use of Language

• Bias • Stereotypes

• LGBTQ+ • Gender Non-Conforming • Gender identity • Gender expression

• Prejudice • Privilege • Microaggression • Discrimination • Harassment • Bias • Disability

• Sex at birth • Cisgender

Microaggressions

STEREOTYPES beliefs

Environment Changes

Comment

"I swear! engineers/architects are all the same."

- Discrimination - Self-doubt - Insecurities - "Do I want to work with this person?"

PREJUDICE / BIAS attitudes

DISCRIMINATION actions

At this point, there is an “odor” in the air. Whether a person responds or not, there will be left Response or Non- response

What influences Micro-aggression?

Tone | Context | Audience | Awareness | Perception

Often, we all make comments that are examples of micro-aggression.

We must learn to be aware of when a comment is a true compliment and when we are making a statement of bias or judgment. The following examples show how micro-aggression comments sound OKAY until a context is applied.

LEARN THE DIFFERENCE AND BE THE CHANGE

definitions

Microaggression: The verbal, nonverbal and environmental slights, snubs, insults or actions, whether intentional or unintentional, which communicate hostile, derogatory or negative messages to target persons based solely upon discriminatory belief systems. Stereotype: A form of generalization rooted in blanket beliefs and false assumptions, a product of processes of categorization that can result in a prejudiced attitude, critical judgment and intentional or unintentional discrimination. Stereotypes are typically negative, based on little information and does not recognize individualism and personal agency. Prejudice: A preconceived judgement or preference, especially one that interferes with impartial judgment and can be rooted in stereotypes, that denies the right of individual members of certain groups to be recognized. Oppression: The systemic and pervasive nature of social inequality woven throughout social institutions as well as embedded within individual consciousness. Oppression fuses institutional and systemic discrimination, personal bias, bigotry and social prejudice in a complex web of relationships and structures. Bias : A form of prejudice that results from our need to quickly classify individuals into categories. Implicit Bias: Negative associations expressed automatically that people unknowingly hold and that that affect our understanding, actions and decisions; also known as unconscious or hidden bias.

The Genderbread Person

LGBTQIA+

“L” is for Lesbian

A female- identified person who is attracted romantically, physically, or emotionally to another female-identified person.

Some lesbians may prefer to identify as gay (adj.) or as gay women.

“G” is for Gay

The adjective used to describe people whose enduring physical, romantic, and/ or emotional attractions are to people of the same sex (e.g., gay man, gay people ).

Sometimes lesbian (n. or adj.) is the preferred term for women. Avoid identifying gay people as "homosexuals" an outdated term considered derogatory and offensive to many lesbian and gay people.

“B” is for Bisexual (or Bi)

A person who has the capacity to form enduring physical, romantic, and/ or emotional attractions to those of the same gender or to those of another gender.

People may experience this attraction in differing ways and degrees over their lifetime. Bisexual people need not have had specific sexual experiences to be bisexual; in fact, they need not have had any sexual experience at all to identify as bisexual. People often use Bisexual and Pansexual interchangeably

“T” is for Transgender (Trans)

Encompassing term of many gender identities of those who do not identify or exclusively identify with their sex assigned at birth.

Transman: female to male or FTM Transwoman: male to female

Cisgender/cis: Term for someone who exclusively identifies as their sex assigned at birth.

“Q” is for Queer

An adjective used by some people, particularly younger people, whose sexual orientation is not exclusively heterosexual (e.g. queer person, queer woman).

Typically, for those who identify as queer, the terms lesbian, gay, and bisexual are perceived to be too limiting and/or fraught with cultural connotations they feel don't apply to them. Some people may use queer, or more commonly genderqueer, to describe their gender identity and/or gender expression. Once considered a pejorative term, queer has been reclaimed by some LGBT people to describe themselves; however, it is not a universally accepted term even within the LGBT community. When Q is seen at the end of LGBT, it typically means queer and, less often, questioning.” Those variations are also sometimes referred to as Differences of Sex Development (DSD.) Avoid the outdated and derogatory term "hermaphrodite." While some people can have an intersex condition and also identify as transgender, the two are separate and should not be conflated.

“I” is for Intersex

An umbrella term describing people born with reproductive or sexual anatomy and/or a chromosome pattern that can't be classified as typically male or female.

“A” is for Asexual

An adjective used to describe people who do not experience sexual attraction (e.g., asexual person). A person can also be aromantic, meaning they do not experience romantic attraction.

(For more information, visit asexuality.org.)

“P” is for Pansexual

Capable of being attracted to many/any gender(s). Sometimes the term omnisexual is used in the same manner.

“Pansexual” is being used more and more frequently as more people acknowledge that gender is not binary. Sometimes, the identity fails to recognize that one cannot know individuals with every existing gender identity. People often use Bisexual and Pansexual

Marcía Alvarado, PE Structural Market Leader [email protected] 813-459-6211