Mandy Sha ✅

Analayzing data without an equity lens can reinforce harmful narratives and perpetuate systemic inequities. Equity traps—patterns of thought and behavior that undermine progress—are common pitfalls that PLCs and ILTs must actively address during their data analysis. These traps can manifest in ways such as deficit thinking, blaming students or families, or avoiding responsibility for systemic issues. Read more here 👇🏼 https://lnkd.in/gnSN56Z6

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Unity and Systemic Change Within the White Privilege Community By Dr. Bryan K. Hickman, 2024. All Rights Reserved. When discussing systemic change, unity must be at the forefront of our conversation. The concept of “white privilege” is not an accusation but a recognition of systemic advantages that some groups experience simply because of the color of their skin. This privilege operates in subtle and overt ways, from access to opportunities to assumptions of innocence, competency, or value. For true progress, we must address these inequities not in isolation but as a collective movement toward equity and justice. Unity does not mean ignoring differences or pretending everyone starts from the same point. Instead, unity requires honesty, empathy, and accountability. Members of privileged communities have a unique opportunity—and responsibility—to acknowledge the systems that benefit them while disadvantaging others. It is not about guilt but about recognizing the role privilege plays in maintaining inequitable systems and deciding to be an active part of dismantling them. Steps Toward Systemic Change Within White Privilege Communities: 1. Education: Understanding the historical and contemporary realities of privilege is the first step. Privilege is not inherently “bad,” but its existence means someone else is unfairly excluded. Engaging with literature, attending workshops, and listening to marginalized voices can break the cycle of ignorance. 2. Reflection: Self-awareness is key. Privileged individuals must examine their implicit biases and how they contribute to systemic oppression. Honest reflection can foster humility and a genuine desire to change. 3. Advocacy: Use privilege as a tool for advocacy. Amplify the voices of marginalized communities and challenge discriminatory practices in workplaces, schools, and social institutions. Advocacy requires courage—standing up against injustices even when it’s uncomfortable. 4. Allyship: Being an ally is not performative; it’s proactive. Allyship involves supporting anti-racism efforts, donating to organizations working for systemic change, and showing up in solidarity, even when it’s inconvenient. 5. Policy Reform: True change comes from transforming the systems that perpetuate inequity. Support policies that advance equity in education, healthcare, criminal justice, and economic opportunities. Advocate for representation in leadership and decision-making spaces. White privilege is not an indictment but an opportunity to create meaningful change. It is about leveraging unearned advantages to challenge the very systems that distribute those advantages unequally. Unity within the white privilege community means stepping beyond defensiveness and into the transformative power of allyship and systemic change. #SystemicChange #WhitePrivilege #Unity #Allyship #SocialJustice #EquityForAll #AntiRacism #PolicyReform #Education #Advocacy #DrBryanKHickman #2024

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Educating myself on systemic oppression and racist systems. Pondering how I can play a role in getting better each year, calling out what’s wrong and acknowledging and dismantling power differentials. https://lnkd.in/gNpAV2Di

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Through years of research into racism, it is clear that more resources are needed to support white people undertaking #DEI work. I don’t mean for the day, the project or the #coaching session… I mean to support people who seek a genuine life changing approach to how we live, who we are and how we choose to be. Everyday. My #research shows that to stop investing in and benefiting from #Whiteness is a persistent challenge. Especially if you are #leading in the #institution. #Leadership certainly posed challenges for me! When the world (media, politics, funding) reflects why people should invest in proximity to whiteness and rewards you for it, it is not easy to take a different path. Decades of research shows that maintaining boundaries to challenge #inequity in the family and at work requires network and soldiarity. You need a consistent container, not just friends and relatives. White accountability spaces are there for you to bring current challenges and think with others on what challenges #race brings up in your life. For many white folks this is brand new triggering work. Having a container space for processing and examining whiteness is a must. There are #therapeutic #techniques to learn, there are solidarities and perspectives to hear. White folks generally avoid proactive and open conversations about race - in these spaces you get to practise and dig into what comes up. The outcomes will mean: - you will process #emotions before you raise your thoughts and questions with global majority folks (avoiding doing harm) - you will reflect on you, first, privately - you will have more options and perspectives about race to think through - you will get out of “freeze” and “flee” and begin to feel ok about being uncomfortable when speaking about race - you continue to understand and take responsibility for your own racism and how it intersects with your other #identities. Here is the link to book -

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I'm drawn to mission-focused, social-impact work through founding Collective Futures Design Lab and working for other organizations.. In applying for a position the other day, the application asked, "How would you summarize your commitment to advancing progressive causes and social justice, specifically with communities of color?" I loved this question and took my time answering it. And my answer was effectively, "My commitment is how, not if." I have worked in social change for nearly as long as I can remember, and I would summarize it as "my life's work." But the movement spaces as they currently exist are rife with hurt, harm, and heartbreak, and I've made a conscious effort to leave them behind. The world is painful enough as it is. "How, not if" is an invitation and a gift. Leaving community organizing is then about finding my impact outside of that work. I have developed part of the answer already, but framing it as "how not if" invites expansiveness in our approach. It is an invitation to see yourself as a change agent, even if your job title doesn't mention it. So I'm curious about your "How"... #systemschange #collectiveliberation #equity #socialimpact #missiondriven #racialjustice #socialjustice

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What 'artifacts from the future' might we need to create today to start critical conversations about #AILiteracy? For fellow futurists (Paula G. Plaza-Ponte, Juan Jacobs Sheblak, La Mor, Calley Connelly, Angeline Aow, Madeleine Maceda Heide) you may already be familiar with the concept of an artifact from the future: we create something based on signals that is meant to be provocative and help us feel a possible future. Below I've generated one to help explore where companion AI robots designed for young people might be going. I think it is possible that companion AI bots will have the capacity to interact not only with their human owner, but with one another: creating a mini-inner world of bespoke stories that are designed by a family. What values of play might the family want for this cast of AI 'companions' and how might they use these toys to teach empathy, conflict management, and even yes, love? If you think this sounds far-fetched, please do look more at the reviews for the existing growing market of AI companion toys that are already here: Loona, Moxie, Mika to name a few. In a world where AI companions can be designed to provide a hyper-personalized experience for a child, what losses might there be in not having more shared experiences? In a world where a parent defines the voice and values for a toy, what loss of agency might there be? To what extent are we already unprepared for the AI companion toys that exist today? As always, would love to hear what other artifacts from the future would help get us questioning and talking. Jeff Utecht, Cora Yang, Marla Hunter [Hooper], Gitane Reveilleau, Daryl Sinclair Msc 📝

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The Troll Project is experimenting with community-based interventions for trolling behaviors & recording ethnographic interviews with trolls, former trolls, & community managers to dig into the root causes of trolling. I unpack it all with founder Ruth D., who is presenting today at #AWE2024. Part of a technological solutionism mindset is to expect that technological architectures can solve human problems, but there’s limits to the existing technological mitigating strategies. Blocking and banning works great on an individual level, but The Troll Project is trying to dig deeper into this problem on a holistic-level looking to innovative community-based interventions and potentially longer-term pathways for reform. It's obviously a huge issue that is unlikely to ever be fully eradicated, but Diaz has seen some of the transformative potential of her process by converting trolls into former trolls, and it's worth exploring these types of community-based alternatives to get to the root of the problem.

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Critical thinking skills were fully engaged at today's Twin Cities Diversity, Equity & Inclusion Roundtable. The current state of flux in DEI work is highlighted in this piece from HR Dive yesterday (https://lnkd.in/e4irGW-j) Regardless as to where you stand on the topic, as with many things in life, constantly reimagining what we do and how we do it can be good practice. Dr. Ramon Pastrano IV, D.Min., MATS, MSM led a great session in Human-Centered Design. Cassandra Gomez led a thoughtful and reflective conversation about mental health. Thanks to co-Chairs Philomena Morrissey Satre and Kevin Lindsey, and the entire TCDEIR team who put the work into making these gatherings happen. “The greatest danger in times of turbulence is not turbulence itself, but to act with yesterday's logic” - Peter Drucker. #dei #inclusiveleadership #diveristyequityinclusion #curiousleadership #professionaldevelopment #learninganddevelopment #humanresources

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Excited to bring you a new column I co-authored with Mia Ives-Rublee and Alex C. about a voting rights issue that is too often left out of conversations about voting access: the barriers Americans with disabilities continue to face at the ballot box. These barriers can include polling places that are not physically accessible, failing to provide accessible voting machines, and more. For instance, in several polling places the DOJ surveyed in 2022, accessible voting machines were not operational, and in at least one polling place the machine was still in its shipping box, unassembled! Check out our short column that summarizes some of the recent actions the DOJ has taken in pushing back against anti-voter legislation and policies. The Biden-Harris administration has taken a strong lead. However, there is still more to be done.

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An experienced Accessibility Designer recently drew attention to the fact that the special Unicode characters in my LinkedIn profile and posts may present accessibility barriers. Assistive tools such as screen readers and braille displays often cannot interpret these characters. As someone who regularly uses text-to-speech (TTS) and voice recognition applications, I understand how vital accessibility is and the frustration that arises when it is not considered. I extend my heartfelt thanks to Drew Herrema for his vigilance and commitment to advocating for digital accessibility, which impacts a diverse group of people. Disability is a complex and evolving concept, with numerous forms and types, each with unique needs that technology can address. As advocates for accessibility, it's crucial that we continuously strive to learn and enhance our approaches to ensure inclusivity in the digital sphere every single day. #DigitalInclusion #AccessibilityForAll #InclusiveTechnology #AssistiveTech #BarrierFreeAccess

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Our culture is being stolen—but data can help us reclaim it. Instances of cultural theft are rampant, with Indigenous symbols, designs, and knowledge being used without consent or compensation. This lack of accountability perpetuates exploitation and undermines our cultural heritage. Data mapping and analysis can track instances of cultural exploitation, providing evidence that can be used to hold offenders accountable. By using data as our ally, we can protect Indigenous intellectual property and ensure our culture is respected and preserved. how can we safeguard indigenous culture?

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Two years after leaving Hubbub I have been surprised by how much the way I work has needed to alter as I seek to create longer-term systemic change. The transition hasn't always been easy but I am slowly adjusting to a new way of working. Here are the five biggest differences I have faced https://lnkd.in/e8ysd4jg

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What’s your public service mindset? And what mindsets do you notice around you? Well, here are 4 descriptions from something I wrote a few years back (link to the full piece in the comments). So, if you are curious, and familiar with Parks and Rec, read on... 💃 The Activist Mindset Lesley Knope, the central character of Parks and Recreation, typifies the activist mindset. Focussed on making a difference at all times and with many ideas — literally binders full of ideas. Often frustrated at the things that get in her way she nevertheless maintains her idealism, optimism and enthusiasm. People with this mindset may be regarded as ‘zealots’ and can antagonise co-workers with their tunnel vision, unwillingness to compromise and over idealistic approaches. 👨‍💼The Corporate Mindset This mindset is typified by Ben Wyatt and Chris Traeger. They are determined to make the world a better place but are also sure that the right way to do things is through the organisation that they are working for. They understand that the rules are there for a reason and do not like people who think that the rules do not apply to them. Those with the corporate mindset see loyalty to the organisation, department or team as the prime virtue and this can be a cause of silo working. 🕰️ The Nine-to-five Mindset In the world of Parks and Recreation the nine-to-five mindset is represented by Jerry Gergich and Donna Meagle. Jerry loves his job but he loves his home life more. As long as his pay and his pension are in place he sees no need to go beyond what he has been asked to do. Similarly Donna, who is ultra competent, sees her job as a means to an end. It's her busy personal life that takes priority. 🃏The Opportunist Mindset The character that represents this mindset is Tom Haverford. Tom is entrepreneurial and dreams of having a successful business and living in luxury from all the money he will make. His interest in work is in the business opportunities that it might provide him with. Opportunists work best when they can see a personal pay off. This might be a tangible reward or perhaps the chance to showcase their talents. 🥃 Finally, the Ron Swanson Question If you are a Parks and Rec fan you are probably wondering where Ron Swanson, the main character alongside Lesley Knope, fits in this analysis. After all Ron hates government in all of its forms. Well Ron actually has an activist mindset. He wants to see government dramatically reduced but only because of his strong belief in encouraging people to be self reliant. Ron is in government for the public good, not his own. Oh, and do not bother asking Ron for help. His office door is always shut, he intensely dislikes projects and would prefer it if you did not bother him with your useless talk.

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As a cross-sector collaborator, I move between groups of experts and groups of generalists. One consistent theme in cross-sector work is intentional communication. Expert groups use the same language and stand upon common basic foundational principles. Cross-sector work and generalist projects cannot assume common language or common foundational principles. That is why it is important to establish intentional communication guidelines, common values, and transparent directional strategies when working cross-sector. Democracy is cross-sector work. Legislators represent experts and generalists. Policy that serves aging serves all of us, because we are all growing up and growing older together under our democracy. In this election season, ageism has been both a rampant and blatant firestorm as well as an almost imperceptible undercurrent in political campaigns. When I hear a political candidate call their opponent "too old", or when a campaign leans on the benevolent ageism pledge to help the "little, sick, poor old people", it's a reminder of the work yet to be done. I refer partners to Changing the Narrative, a leading anti-ageism initiative's language style guide regularly, and I reviewed it again this week. It's a smart tool and it's a great start for anyone looking to work across sectors, politics included. #agefriendlydesign #endageism #communication #ageism #policy

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Do you struggle with figuring out which grants and funding opportunities to go after? I was recently chatting with someone who was in this situation and I told her about the tool I used to prioritize funding options. I've described the tool in this post. #facilitation #decisionmaking #leadership https://lnkd.in/g8kFCgUe

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Ah...October. When well-intended companies trot out their performative actions to demonstrate to the boss that their budget is justified. You will see the following: Cards. Overlays. Motivational speeches. WCAG compliance statements. ERG announcements. Inaccessible buildings lit up blue (my personal eye-rolling favorite). Lunch and learns. Certifications. Best places to work. Ads about disabled athletes. CEO "commitments". (I could go on) All of this budget and time could be spent on customer and employee experience design. The average spend on performative actions in disability is about $7mm for a large company. The budget and will are there. The objective needs to shift.

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Uniformity, Inequality, and Exclusion (UIE) ACT of 2024 The Dismantle DEI Act of 2024 is being marketed as a necessary reform to restore "efficiency and merit-based principles" in government, as Rep. Michael Cloud suggests. … reveals its underlying intent: to institutionalize Uniformity, Inequality, and Exclusion (UIE)

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