Unapologetically Me: Navigating Authenticity in the Workplace Kyla Hines, MS, CRC, LPC

Collective Agreement CONFIDENTIALITY: Anything that is shared in this space STAYS here. NO REPRISALS: Nothing said in this space will be used against you in any way. ASK PERMISSION: If you want to discuss something someone else brought up ask them first if it is okay to engage in that. CHOOSING TO OR NOT TO SPEAK: Everyone has the right to choose not to share or to pass. If you do speak make sure to leave space for others as well. Look around, who has not been given the room to speak? USE ACTIVE LISTENING SKILLS: Use your active listening skills to give the person talking the floor. BE RESPECTFUL: Everyone has different life experiences- respect those differences and stay humble while listening to these experiences. WHAT ELSE WOULD YOU LIKE TO ADD?

How Do I Identify? Cisgender Female (she/her/hers) White Mother Counselor Chronic Pain Tolerator Bisexual Married Middle class Millennial Coloradan Atheist Tall What would it be like to be vulnerable- modeling that- trusting them to be humble. Discuss invisible identity. The impact of feeling outside of a community. Wanting to figure out a way to navigate this divide in a way that allows my identity to be seen and also validates the experiences of others. What parts of my identity make you feel reactive and that I cannot be an ally or maybe won’t hare the same understanding or values?

empowering authenticity through humility Cultural Humility empowering authenticity through humility

– Andrew Morrison-Gurza “Once we embrace the fear and truly unpack it, we can get to the more interesting, exciting and downright fun business of embracing one another.” – Andrew Morrison-Gurza

What is Cultural Humility? “Ability to maintain an interpersonal stance that is other-oriented (or open to the other) in relation to aspects of cultural identity that are most important to the [other person].” Cultural humility: Measuring openness to culturally diverse clients. Hook, Joshua N.; Davis, Don E.; Owen, Jesse; Worthington Jr., Everett L.; Utsey, Shawn O. Journal of Counseling Psychology, Vol 60(3), Jul 2013, 353-366.

What is Cultural Humility? Intrapersonal Interpersonal Willingness to be vulnerable Accepting, understanding, and being aware of your own cultural identities and experiences Recognition of limitations of your awareness and perspectives What may limit your awareness of others folks’ experiences? Orientation of openness - a genuine curiosity Respect, consideration, interest, lack of superiority, and humility for others’ identities and experiences What supports you feeling “open” to others? What supports you feeling “closed” to others? Bring it back- use myself as an example- what made you feel open to me, what closed you off to me? Journaling opportunity- spend time processing last 2 questions

Identity and Authenticity

Why is Understanding Our Identities Important? It allows us a framework for how to be humble to others’ own experience of themselves. Our identities and experiences allow us to hold marginalized and privileged statuses simultaneously As we interact with others we create a constantly changing dynamic of power, privilege, and oppression Awareness of self increases your ability and awareness of this dynamic so that you have a more effective and responsive interaction

How Do You Identify? Begin to think about how you identify yourself Race, ethnicity, religion, gender, age, sexual orientation, relationship or parental status, dis/ability, hobbies, career or job title, education, spirituality, social class, socioeconomic status, generation, locality, nationality, political affiliation, and/or any other way you identify yourself. Consider the intersectionality of your identities and how that may change the way you experience your identities. Find someone to discuss your identity with, only disclosing what you feel comfortable with Allow time for journaling before encouraging discussion. Suggest creating art, writing, etc.

Questions to Explore Where or when do you feel you can be the most authentic with your identity? Where or when have you/do you feel you have to compromise parts of your identity? How do you express your identities at work? How do you make those decisions? What part of your identity do you see having the most effect on your interactions with your coworkers/leadership/students? What part of their identities do you most often see effecting their interactions with you? Pair discussions, bring it to the group is anyone wants to.

Beyond Diversity and Inclusion Diversity asks “Who is in the room?” Inclusion asks, “Who is trying to get in the room but can’t? Is this environment safe for everyone to feel like they belong?” Justice challenges, “Whose presence in the room is under threat of erasure? Whose safety is being sacrificed and minimized to allow others to be comfortable maintaining dehumanizing views?” D.L Stewart. (2017) Language of Appeasement

empower others through humility and authenticity Create Community empower others through humility and authenticity

Start With You We’ve talked about authenticity and humility, but now how do we create an environment where we can empower ourselves? Create Your Own Authenticity Safety Plan

How Can You Create Community? If you know someone here that you work/collaborate with talk with them OR Find someone who you have never spoken to before. Feel free to write down your brilliant ideas and exchange contact information! Introduce yourself, you may include your identity if you wish. How can you create authentic, empowered, and supported spaces at work? With the folks you interact with? Discuss ways you would like to be supported, have an ally, or develop a connection with them (or others). How can you enact change in your office?

What Next? “My only advice is to stay aware, listen carefully, and yell for help if you need it” - Judy Blume

THANK YOU! Kyla Hines MS CRC LPC khines9@msudenver.edu