Anti-Oppression and Inclusive Program Design
C. Parker McMullan Bushman
March 26, April 2 and April 9 (3 hrs/day)
8:30-11:30a Pacific/ 11:30a-2:30p Eastern
NAI Members: $250
This training will provide the attendee with 9 CE credits towards NAI recertifications.
Interpretation has both the opportunity and a responsibility to be more inclusive of all communities and to question dominant and privileged cultural perspectives. During the workshop, attendees will be introduced to the concept of unconscious bias, including in the development of interpretive programs. Through a series of interactive virtual session, participants will examine bias and systems of oppression as it pertains to interpretive planning and programming. Participants will reflect on individual and organizational practices and develop strategies for creating engaging and meaningful programming for diverse audiences.
SESSION 1: EXAMINING UNCONSCIOUS BIAS: The first session will begin with a level setting discussion around unconscious bias. We all bring unconscious biases into the workplace. These deeply subconscious attitudes span race, gender, appearance, age, wealth and much more. They influence everything from the neighborhood you live in, to the employee you promote and the one you don’t. These biases are reflexively triggered without our knowledge, they are virtually unnoticeable. Our unconscious biases are hidden. Although we are unaware of them they influence our beliefs about and behavior toward others. This workshop focuses on the implicit attitudes or stereotypes that shape how we engage others and make decisions in the workplace.
SESSION 2: 4 I’S OF OPPRESSION: Our second session will review how bias gets baked into our systems and institutions. The combination of prejudice and institutional power can create systems that discriminates against some groups and benefits other groups. These systems enable dominant groups to exert control over target groups by limiting their rights, freedom, and access to basic resources such as health care, education, employment, and housing. Systemic oppression manifests on the individual, the interpersonal, the institutional, and the structural level. In this class we will examine the 4 I’s of oppression and how they are at play in our organization.
SESSION 3: INCLUSIVITY REVIEW LENS: Using the insights from the first two sessions participants will work together in a facilitated session to review their programs and consider changes. Participants will consider and talk about the effect that ableism, racism, sexism, homophobia, and poverty might have on how the programs have been built and how stories have been told before. Using the review lens of Accessibility, Race & Ethnicity Inclusivity, Gender, Sexual Orientation & Trans Inclusivity and Economic Equity participants will reflect on individual and organizational practices and develop strategies for creating engaging and meaningful programming for diverse audiences.
Parker McMullen Bushman is the Colorado State University Director of Extension for Denver. Parker’s background in the interpretation and environmental education fields spans 22+ years. Parker has a passion for justice and equity issues. In addition to Parker’s role at CSU she is also the founder of a DEI consulting firm called Ecoinclusive and the creator of KWEENwerk.