(clicking) - Now let's think back to our earlier graphic detailing equality, equity, injustice, I'd like us to consider moving even beyond justice to liberation, as that is the ultimate goal of accompliceship. Liberation requires critical analysis of systems, structures, organizations, and even societies to work towards removing the barriers that limit full engagement and participation. Using the graphic as an example, rather than changing the fence so that the view is unobstructed, it involves removing the fence so that there are no barriers to full participation. Put another way, liberation involves combining structural change, access and opportunity expansion. This is no small task, but can be illustrated by the cycle of liberation. The cycle of liberation is much like the cycle of socialization we addressed in module two, with a key difference at the very beginning, its core. Because of the inherent systems of oppression accompanying it, socialization can cause and be characterized by fear, ignorance, confusion, and insecurity. If you recall, the two options at the end of the cycle of socialization are to do nothing and maintain the status quo or engage and reflect, question and reframe. The cycle of liberation begins that reframing process by starting with a different core, self-love and self-esteem, balance, joy, support, security, and perhaps a spiritual base, whatever that looks like for you. It's difficult to be effective as an accomplice without these characteristics first present within yourself and the others with whom you seek to work. The first stage in the cycle of liberation is the intrapersonal stage, where you are engaging with you. It involves a change in self-perception that includes empowerment, introspection, and consciousness raising, which we hope to have begun in this course by helping you to develop analysis and tools to address equity and opportunity expansion. Many are catalyzed towards becoming change agents because there's a critical waking up incident that creates cognitive dissonance and encourages more inquiry. One can argue that recent history may have provided this for all of us as we reach out to others, seeking exposure to and experience with perspectives different from our own. We may begin taking stands using the tools we've learned and experimenting with change, such as interrupting microaggressions and calling people in. The next stage, the interpersonal stage, continues that process of reaching out to others, which can change how we value others and see the world. As indicated in the characteristics of both allies and accomplices, this involves building community by finding others with whom you can work for support and seeking out people from whom you are different for questioning assumptions, structures, and systems. This is where coalition building towards a common goal can be helpful, as it can coalesce into organizing, action planning and educating within organizations, structures, and the places and spaces where oppression creates inequity. Finding other allies and accomplices that are willing to use their relative privilege to move into action can amplify your efforts. The final stage of the cycle of liberation is the systemic stage, where you're engaged in the work of critically transforming institutions and creating a new intentionally inclusive culture. A good place to start is the critical analysis of what I've referenced before and call the 4Ps, policies, programs, practices, and people, including the existing philosophies, rules, and roles that create your organizational structure. A key outcome here should be power sharing and guiding change while maintaining your efforts by embedding equity and inclusion into the 4Ps of your organization. However, take note, this requires self-care and pacing yourself, which, as a seasoned diversity equity and inclusion practitioner took me a long time to realize. That's why it's critical to build community with other change agents who will likely aspire to join your efforts because of your authenticity and integrity. Now, let's review and consider a few more practical applications to our work environments. The key point of this module is that recognizing and acknowledging one's relative privilege and advantage is the first step to advocacy, allyship, and accompliceship. We can all use our spheres of influence to be change agents. We must activate our own willingness first. Some essential questions for applying this to your organizations include, have you considered the implications of equality, equity, justice, and liberation in your organization? What are the structural barriers to intentional inclusion and equity? What would moving through the cycle of liberation look like in your organization? What might be the outcomes? What key stakeholders do you need to engage. With that, we've reached the end of module four. Please join me for a final summary and suggested next steps on your journey towards change agency, intentional inclusion and advocacy. (clicking)
