Understanding Others

Understanding Others

Once a leader has interrogated and is aware of their own biases, thoughts and actions (see Understanding Self section), it is important that they understand and examine the current and historical experiences of others and work to understand the lived experiences of students, families, board and community members whose identities might differ from theirs.

In this section, information and resources will be shared to accomplish the following goals:

What can I learn in this section?

Self Assessment

Take the assessments below to evaluate where your strengths and opportunities for improvement lie when it comes to understanding the people you are serving, especially those who might have different identities and lived experiences than you do.

• Printable Understanding Others Self-Assessment (PDF)
• Fillable Understanding Others Self-Assessment (XLSX)
• Understanding Others Self-Assessment via Google Form

Likert Scale: Never (1), Rarely (2), Sometimes (3), Frequently (4), Always (5)

Identifying Systemic Barriers

When we see people treating each other unfairly, we may think that just by addressing the behavior, the problem is addressed. However, making the problem about individuals’ behavior alone does not address the context in which the behavior is operating. We need to look beyond the surface to see what else is going on, because like an iceberg, 90% of what is happening is underwater and out of our view. That is, defined behavior expectations are critical to change, but we need to look at the structural problem to identify built-in mechanisms that support current behaviors in order to create new paths (policies, processes, practices) that will sustain change in a system. From the “Equity & Inclusion Lens Guide. 3rd Ed.” 2018; 2nd Ed.,2015; 1st Ed., 2010. City of Ottawa and City for All Women Initiative (CAWI).

Reflection

Check assumptions*

*From the “Equity & Inclusion Lens Guide. 3rd Ed, 2018; 2nd Ed., 2015; 1st Ed., 2010. City of Ottawa and City for All Women Initiative (CAWI)

Considering a situation from the perspective of people who are or who have been excluded is a key step in promoting equity and inclusion. It is an ongoing learning process for everyone. 

Historically excluded groups*

*From “Equity & Inclusion,” 3rd, 2nd, 2st eds. City of Ottawa and City for All Women Initiative (CAWI)

There are specific groups or identities who have been historically excluded in an ableist, white, male-dominated, heterosexual society that favors urbanism. It is important to remember that there is diversity within each of these groups. All groups are not at risk of exclusion in every context. You may identify other people who have been historically excluded in a given context or in the work you are doing. This list is not intended to be all-encompassing. The way a group of people chooses to identify themselves can and will expand beyond the groups described below. Each of us could identify with more than one group. It is this intersection of who we are that affects how we experience our workplaces and the communities and geographic regions where we live. 

Reflection

Going Deeper

Go to the Resource Appendix for more guiding questions to help you understand others.

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