Understanding Inclusion, Diversity, Equity, & Access Barriers

1. Understanding Inclusion, Diversity, Equity, & Access Barriers Damien A. Peña, Ed.D. Vice President for Student Affairs Ventura College August 21, 2019

2. Who is Damien Peña? • First Generation College Student, Latino, Father, Husband, Educator and Advocate • Vice President for Student Affairs at Ventura College • Past Associate Vice President for Student Affairs and Dean of Students at CSU Channel Islands (2007-2016) • Worked at CLU from 1997-2007 in various capacities • Adjunct Faculty at Cal Lutheran University • Assist in helping students make meaning of their educational journey, leadership experience and opportunities.

3. My Educational Journey

4. My Career Path

5. What we think a VP does…

6. What life as a VP is really like…

7. What’s your Leadership Story? • What are your individual strengths? • What do you bring to the table? • What drives how you do what you do? • What can others learn from you? • What can you learn from others? • What shapes your perspectives? • What are your core values?

8. California’s Population @MSCollegeOpp @CollegeOpp

9. Higher Education Demographics @MSCollegeOpp @CollegeOpp

10. Got College? @MSCollegeOpp @CollegeOpp

11. Definitions

12. Ask Yourself…

15. What are some barriers to ACTUALLY achieving equity? What are some examples of equity-minded practices you utilize in your workplace?

16. “ You cannot combat inequity with good will…even the best intended people fall over and over again into the traps of their own blind spots.” Davidson (2015)

17. Implicit Bias Implicit bias involves “the attitudes or stereotypes that affect our understanding, actions, and decisions in an implicit manner. Activated involuntarily, without awareness or intentional control. Can be either positive or negative. Everyone is susceptible” (Kirwan Institute, 2016, p.14).

18. No, No, Not Me… Several factors influence the formation of associations, such as: ▪ Media ▪ Nonverbal behaviors of others ▪ Attitudes of friends & family members ▪ Interactions ▪ Observations of social roles ▪ Perception of social value

19. Challenge your Assumptions

20. Why is this important? • To develop meaningful and respectful relationships • To deepen your insight when working with a diverse populations of donors • To create an inclusive culture in your organization • To strengthen your diverse donor database • Overcome our own assumptions

21. Microagressions

22. Microaggressions “Racial microaggressions are brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults toward people of color.” (Sue et al., 2007)

23. Things to Consider • Be aware of how you present something publicly (in front of a group). • Be conscious of what you say to a person in private. • Your non-verbal cues can speak volumes. • Check your verbal cues and expressions. • “I don’t see color, I see a person” • “There’s only one race, the human race” • “But, you are way too young to be a Vice President” • “Wow, you are one of the good ones”

24. Language About Equity Respect Identity Transition from Deficits to Potential Take Responsibility

25. Challenge the assumptions of others

26. How does this apply to fundraising? • Do you apply the same techniques to all groups? • Do you avoid certain groups? • Are your conversations different? • Depending upon their background, do you ask for a one-time donation or a planned giving? • Should there be a difference?

27. “I have experienced both judgement and freedom. When I was judged my wings were bound by the low expectations and I could not succeed. Now that I am free to be autistic, I soar.” @DiegoPenaWrites

28. Thank You! Dr. Damien A. Peña Vice President for Student Affairs, Ventura College Damien Peña diegospapi damienthepirate dpena@vcccd.edu