Self-Care: D&I Practitioners Need Therapy Immediately!

Transcription

1 Cal Jackson Director, Diversity & Inclusion Tech Data Corporation

2 Learning Objectives: Have a new perspective of the levels of Practitonership Increase awareness of the need for self-care as a Practitioner Learn new self-care techniques, specific to our work. 2

3 in the event the oxygen masks fall from the ceiling, put on your own mask first before trying to help someone else.

4 Human Resources Human Capital Gatekeepers Employee Relations A Therapy Session for the D&I Practitioner Internal / Employee Satisfaction External (Community Relations) Organizational Development The Work Humans Life-Altering Event makers Diversity Interventions Internal - Appreciation External Corp Citizen Organizational Development

5 Judging or Joining? A Therapy Session for the D&I Practitioner 5

6 D.I.V. D&I Stress Survey Results 1. How do you describe your role? A Therapy 2. Are Session you Internal for or the External? D&I Practitioner 3. In a typical week, how often do you feel stress? 4. What are the top 3 situations causing stress? 5. How often do you feel you make a difference? 6. How often do you feel you don t make a difference? 6

7 Our Continuum Diversity Action Team Member HR Professional HR Sr. Leader Corporate Diversity Program Manager Chief Diversity Officer Diversity & Inclusion Practitioner

8 In a typical week, how often do you feel stressed at work? Always 50% of the Time Never 8

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10 How often do you feel you are making a difference? Always Half of the Time Never 1

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14 Please provide your perspective regarding the psychological impact on Diversity & Inclusion Practitioners different from other professional careers. Being in touch with self is critical because we must show up with appropriate presence to have impact. Self awareness about our own work is critical for D/I practitioners. External OD Consultant I think it can be an isolating role. I am not part of a team and it takes a huge amount of initiative to keep seeking change and partnerships in a large organization. This has an effect on motivation and also outside relationships. Many people do not understand the role of an equality practitioner and I find it frustrating to have to explain my work repeatedly. I have been working in equality for 7 years now and feel the need for a change. Internal D&I Leader I think our own world views change and widen. As Rollo May says, growth always maims you too, because there is no going back again. There's a crisis which happens when you must continually let go of easy answers or set views on the world. The only way out is through. External D&i Practitioner It is exhausting to constantly deal with people who have a lack of consciousness and white privilege. Internal D&I Leader For me it is intrinsically rewarding always. Internal D&I Leader 1

15 Stress Influencers Contribution to ROI? A Therapy Session for the D&I No Leadership Support or $$ Practitioner Buy-in on D & I values? Give me a Quick Fix No connection to my job Low Priority Checkbox Mentality

16 Cultural Competence Education This is not your Grandma s Diversity Training. A Therapy Session for the D&I Practitioner

17 Cultural Competence Education Experiential Learning Environment Personal Sharing Immersion Courageous Conversations Painful Recollections Emotional Epiphanies Life Altering Self-Awareness. A Therapy Session for the D&I Practitioner

18 Use of Self Energy used to Stay Alert for: Maintaining professional demeanor Consciousness of physical reactions Recognizing your personal voice.

19 Use of Self Energy used to Stay Alert for: A Therapy Session for the D&I Managing your Passions Practitioner Providing Equity for Voices Not Saving Everyone.

20 Corporate D&I Professional (Driven by roles & responsibilities) Business Driven Unbiased Self-Care: You have no Dimensions of Diversity Social Justice Advocate (Motivated by World View) Driven to be an Agent of Change Personal Standards and Beliefs are shared Dimensions of Diversity drive the need for Advocacy

21 Your examples

22 We all have good days and bad days, good sessions and bad sessions. You re not always 100 A Therapy percent, certainly. Session But, for a the pattern D&I of such issues Practitioner might signal the beginning of burnout. Leslie Kooyman, ACA

23 Risks Ignore your own needs Your outlook on the profession quickly heads downhill And your own well-being is compromised.

24 Know your early warning signals: Physical A Therapy Session for the D&I Practitioner Behavioral Cognitive Affective Spiritual 2

25 For a whole life we need to fulfill our basic desires. A Therapy Session for the D&I Practitioner How do we do that? 2

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27 Self-Awareness, Service, Loving Relationships, Extreme Self-Care Hierarchy of Needs Relaxation, Renewal, Reflection, Strong Support System Enough Sleep, Exercise, Air, Water, Safety, Shelter (Home), Medical C 2

28 Personal development and Self-Care for Us A Therapy Session for the D&I Practitioner There are few support resources for the masses D&I practitioners must create them for themselves.

29 Solutions Use another part of your brain It s OK to stop caring for others Nature - get close to it Engage in a creative expression singing baking acting quantum physics

30 Simple solutions can nurture us daily Hydrate good nutrition movement and exercise yoga deep breathing Your favorite music. Peer Support Groups Venting and problem solving with colleagues List self-care solutions you enjoy doing. Journaling Practicing mindfulness Consider occasional self-assessments. 3

31 Barometer Check Is anything still bothering me? A Therapy Session for the D&I Practitioner Do I need of to consult Tomorrow with my mentor, partner, or leader right away? Mental notes for my next scheduled team meeting? The Module isn t complete until the Debrief is complete.

32 Structure your day and times consciously Schedule enough space for yourself. You must manage the business. The business does not manage you. Humor -- Laugh until it hurts. It is difficult to be sad and happy at the same time.

33 Thank you for your participation. Cal Jackson Director, Diversity & Inclusion (904)