VSC: Diversity & Inclusion / Winter 2017 / Survey Outcomes

Survey Data Discussion Notes

Below is a transcription of my notes from the survey outcomes discussion. They do not capture
everyones contributions to this wide-ranging conversation but, instead, track main ideas, pressing
questions, and specific suggestions. Please let me know if I have misrepresented or left out
important elements of our discussion.
How welcome are new ideas?
Many people focused on the fact that the survey revealed a wide range in responses to these
questions, depending on context (among peers, in groups with varying levels of authority, etc).
The general response to this outcome was to look in more detail at where differences of perspective
seem most divergent and explore how/why this might be so.
In future meetings/programs, some of this data about new ideas could guide our priorities and
commitments.
Minority Perspectives Sought and Valued
How did people interpret and answer this question? Did people interpret the question as about the
perspectives of minorities, for example, racial minorities; or did people interpret minority
perspectives to mean perspectives different from the perspectives of the majority of VSC staff?
The data is hard to interpret because its not clear how people interpreted the question/s.
We work in silos. How might we connect across different areas/roles?
Meeting more frequently as a whole might help. A number of people remarked on the fact that they
have never been in a meeting with everyone before.
Sharing information more consistently and democratically can help break down silos. How do we
develop processes for doing so that make sense?
Transient Population/s & Long-Timers
Perspectives of our transient population both staff and residents not sought, valued.
New Kid bias disinterest or invisibility of ideas about how to think about and/or do things
differently that might be offered by those who have not been at VSC for long or will not stay for long.
Staff artists may have especially useful/important perspectives to seek since they have been
residents.
Rationale for choosing staff artists has changed dramatically and now theres a rigorous process.

Giavanna Munafo / Diversity & Inclusion Consulting

802-698-3348 / 240 Douglas Road / Norwich VT / 05055

VSC: Diversity & Inclusion / Winter 2017 / Survey Outcomes

Also, they are here 24/7, are ambassadors or the eyes and ears of the place provide a
pulse of the community, esp. re: residents experiences.
Is there an untapped potential here that we can tap into?
Long-timers bring a perspective about how much has changed over the past 3-5 years (or longer),
especially from a time when no input at all was sought from staff about anything.
It may be harder for long-timers to see the issues that newer folks see something for which
they might apologize (mea culpa) and, at the same time, something that some would like to
correct invitation to newer folks to share their experiences/perspectives/
ideas.
VSC has grown so much, there are many more people on staff and its a much more complex
organization than it used to be.
We have worked long and hard to change/improve.
Long-timers have a responsibility to assess and prioritize new ideas.
The vocabulary we use needs to be acknowledged and perhaps we could come to shared
understanding/definitions, a common language (i.e. eyes and ears).
Its essential that all of us share responsibility for moving VSC forward. How can we encourage (and
make safe) speaking up?
We need a tangible, grounded process in place that is devoted to surfacing and exploring new ideas
and to guide implementation of those adopted.
Preparedness to Respond
The majority of people said they are somewhat or inadequately prepared to respond to
discrimination, disrespect, harmful behavior especially re: colleagues being disrespectful toward
one another. Similarly, a majority said they are unaware related of laws/policies.
Some information is in the employee handbook and posted in the mail area, but we all need to
become more aware of relevant laws and policies.
What inspires/compels us to improve in this area? We can find inspiration and clarity in both the law
and in a shared vision for creating beloved community.
How might we create and provide a shared understanding of appropriate behavior?
What is our responsibility?

Giavanna Munafo / Diversity & Inclusion Consulting

802-698-3348 / 240 Douglas Road / Norwich VT / 05055

VSC: Diversity & Inclusion / Winter 2017 / Survey Outcomes

When are we expected to respond?

When or why does our responsibility end?
The art is sometimes about hot topics.
What are the limits of inclusion?
Residents should not feel that they have to: 1) defend themselves from bias or disrespect, 2)
educate their peers about their identity/ies and/or about justice/injustice, etc, or 3) represent their
identity/ies or group/s.
Is our role to prevent distractions and/or to prevent escalation of conflict?
Can we clarify the role we are expected and/or wish to play in mediating behaviors?
Will VSC have my back if/when I intervene?
Unpacking Privilege / Being Inclusive
We are a very diverse group in terms of knowledge/experience/comfort re: diversity, particularly re:
privileged identities (i.e. whiteness, affluence, able-bodiedness . . .). We bring people here, to one of
the whitest states in the country, from all over the US and all over the world.
We need to work together to unpack privilege.
We need to more and more consistently extend empathy beyond the bubble a deficit
currently.
Again, whats the goal? To de-escalate? Make the community safer or more comfortable? For
whom? Why?
Some behavior is bad or illegal, and we need to be prepared to say STOP.
Relatedly, VSC says that it is a place for everyone we have work to do to deliver on this
promise, to more consistently make it a reality.
How inclusive is our community?
Especially regarding physical ability, there are areas in need of improvement.
Although the survey says that VSC is inclusive re: ability, it is not (yet).
Honesty and curiosity can help us meet the opportunities and challenges of diversity and inclusion.

Giavanna Munafo / Diversity & Inclusion Consulting

802-698-3348 / 240 Douglas Road / Norwich VT / 05055