Difficult-Discussions inc.

(715) 544-2010

  • Home
  • Resources and Services
    • Articles
    • Educational Handouts
    • Interactive Activities
    • Podcast
    • Policy and Consulting
    • Policy Templates
    • Webinars
    • Workshops
    • DEI Clearing House
    • Three P Strategy
  • Projects
  • Vision 2027
  • Get Involved
  • Meet our Board
  • More
    • Home
    • Resources and Services
      • Articles
      • Educational Handouts
      • Interactive Activities
      • Podcast
      • Policy and Consulting
      • Policy Templates
      • Webinars
      • Workshops
      • DEI Clearing House
      • Three P Strategy
    • Projects
    • Vision 2027
    • Get Involved
    • Meet our Board
Difficult-Discussions inc.

(715) 544-2010

  • Home
  • Resources and Services
    • Articles
    • Educational Handouts
    • Interactive Activities
    • Podcast
    • Policy and Consulting
    • Policy Templates
    • Webinars
    • Workshops
    • DEI Clearing House
    • Three P Strategy
  • Projects
  • Vision 2027
  • Get Involved
  • Meet our Board

"Three P" Strategy of Diversity, Equity, and Inclusion Work

Diversity, Equity, and Inclusion work can be controversial and variable in the methods utilized across geographic regions and professional sectors. The Difficult-Discussions Inc."Three P" strategy is a three-pronged strategy to create diverse, equitable, and inclusive environments that are sustainable and multifaceted.

 We identify Policy, Practice, and Programming to be the foundation of Diversity, Equity, and Inclusion work. All three P's should be given equal importance in order for the strategy to be fully effective.  

Download a pdf version of the "three P" strategy

The Difficult-Discussions Inc. Three P Strategy of Diversity, Equity, and Inclusion Work (pdf)

Download

POLICY

 A significant number of the policies that currently exist in the systems and institutions (government, workplaces, educational institutions, etc.) impacting our lives were created during times where diversity, equity, and inclusion were not a priority. This has led to policies that place marginalized communities in a position of disadvantage. Some examples are: 

 

  1. Healthcare- Measuring kidney function directly can be burdensome and expensive, thus researchers have devised equations to calculate the estimated glomerular filtration rate (eGFR) from an accessible measure, i.e. serum creatinine levels. These equations produce higher reported eGFR values (which indicate better kidney function) for people who are identified as Black (Vyas, Darshali A., et al., 875).
  2. Education- Property taxes contribute more than 35 percent of public school revenue, this benefits and stabilizes funding in wealthier areas, while other communities must rely more on state funding, which can be volatile. Because of this, nonwhite school districts across the country receive $23 billion less than their predominantly white counterparts each year (Chatterji).
  3. Housing- Before the end of the 1960s, racist housing laws and policies were legal and widespread. Today, it is illegal to discriminate against people in the housing and mortgage lending markets because of their race. However, due to these historically racist laws and policies, as well as a current race-neutral system, that favors upper-income homeowners who are disproportionately white. People from the Black and Latino/Latina/Latinx community have a hard time finding affordable housing, whether to own or to rent (Dickerson).
  4. Gender Equality- There are no federal laws in the United States that explicitly protect against discrimination based on gender identity.

 

Policies that differentially create a disadvantage to marginalized groups are termed systemic/institutional/structural marginalization. These policies can have a direct or indirect impact on marginalized groups. An example of the direct impact can be seen in the healthcare example listed above. In this example, the policy in question is still in place and is actively impacting the marginalized group. An example of the indirect impact can be seen in the housing example listed above. In this example, the policy is no longer in place however it still has a lingering impact on marginalized groups. 

The policy aspect of this strategy focuses on dismantling systemic/institutional/structural marginalization.

Policy Action Plan- "Three P" Strategy

Download PDF

NEED HELP WITH DRAFTING POLICY? TRY OUR FREE POLICY TEMPLATES

Learn more

PRACTICE

 

Thoughtful active practices that create an inclusive and equitable climate within your community/organization are essential to attract and retain diversity. Some of the benefits of a diverse community where inclusion and equity are practiced are:

  1. Increased Effectiveness- There is a larger knowledge pool to draw information from, which results in enhanced effectiveness (Brodbeck and Greitemeyer; Collins and Geutzkow as cited in Hofhuis, Joep, et al.).
  2. Community Development- Inclusive and equitable communities promote multiculturalism, which introduces new art, gastronomy, businesses, and activities in the community.
  3. Economic Advantages- Recruiting and retaining diversity within your community will increase the tax base, the number of skilled workers, homeownership, and the spending power of your community.
  4. Increased Access to Education- Higher levels of segregation based on racial identity are associated with decreased levels of attainment of bachelor’s degrees for both the Black and white community (Acs, Gregory, et al.).

The practice part of this strategy focuses on creating equitable and inclusive environments that foster sustainable growth in diversity.

Practice Action Plan- "THREE P" STRATEGY

Download PDF

Recommended Practices to Create Inclusive Environments

Download PDF

we have free handouts and interactive activities that could help with the practice aspect of this strategy

Learn more

PROGRAMMING

 Programming is essential to increase awareness and celebrate diversity. Many organizations use mandatory training as the only approach to addressing diversity, equity, and inclusion. This, however, is not effective. Mandatory diversity training for liability management was found to be ineffective and harmful to the success of marginalized groups, while voluntary diversity training to further the organization's goals was found to be beneficial to the success of marginalized groups (Vedantam). 

There are many types of programs that can promote diversity, equity, and inclusion, such as training, workshops, conferences, seminars, multicultural celebrations, and town halls. 

The programming part of this strategy will focus on offering a collection of the different types of programs to promote diversity, equity, and inclusion.

Programming Action Plan- "THREE P" STRATEGY

Download PDF

Book a low-cost/free workshop with us to further your programming goals

Learn more

By effectively executing all three aspects of this strategy with equal importance you will be able to move one step closer creating an equitable environment. If you require assistance in any of the three P's please contact Difficult-Discussions Inc. by emailing difficult-discsussions@outlook.com. We offer free and low-cost resources for Diversity, Equity, and Inclusion work. You can view these resources on www.difficult-discussions.com. 

REFERENCES


  • Vyas, Darshali A., et al. “Hidden in Plain Sight - The New England Journal of Medicine.” The New England Journal of Medicine, 27 Aug. 2020, https://www.nejm.org/doi/pdf/10.1056/NEJMms2004740. 
  • Chatterji, Roby. “Fighting Systemic Racism in K-12 Education: Helping Allies Move from the Keyboard to the School Board.” Center for American Progress, 8 July 2020, https://www.americanprogress.org/article/fighting-systemic-racism-k-12-education-helping-allies-move-keyboard-school-board/. 
  • Dickerson, A. Mechele. “Systemic Racism and Housing.” Emory Law Journal, 2021,https://scholarlycommons.law.emory.edu/cgi/viewcontent.cgi?article=1435&context=elj
  • Brodbeck FC, Greitemeyer T. “Effects of individual versus mixed individual and group experience in rule induction on group member learning and group performance.” Journal of Experimental Social Psychology 2000;36(6):621–648. doi: 10.1006/jesp.2000.1423.
  • Collins B, Geutzkow H. “A social psychology of group processes for decision-making.” Wiley; 1964.
  • Hofhuis, Joep, et al. “Diversity Climate Enhances Work Outcomes through Trust and Openness in Workgroup Communication.” SpringerPlus, Springer International Publishing, 14 June 2016, https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4908090/. 
  • Acs , Gregory, et al. “The Cost of Segregation: National Trends and the Case of Chicago, 1990–2010.”  Urban Institute, Mar. 2017, https://www.urban.org/sites/default/files/publication/89201/the_cost_of_segregation_final.pdf.
  • Vedantam, Shankar. “Most Diversity Training Ineffective, Study Finds” Washington Post, 20 January 2008, http://www.richardswanson.com/textbookresources/wp-content/uploads/2013/08/Ch-12-Diversity-Training-Ineffective.pdf

AUTHOR AND CONTRIBUTORS

Christopher Benny- Executive Director of Difficult-Discussions Inc.

Author: Christopher Benny, Executive Director for Difficult-DIscussions Inc.

Editor: Eve Kramer, Board Member for Difficult-Discussions Inc.

Editor: Yasamin Aftahi, Master’s of International Affairs

 

Christopher (He/Him/His) is a co-founder of Difficult-Discussions Inc. He has been doing work related to equity and inclusion since 2014. Chris began his journey in the field by founding and serving as the president of a Socio-Environmental organization, Reformation and Improvement of Society and Environment in Bangalore, India. Eventual

 

Christopher (He/Him/His) is a co-founder of Difficult-Discussions Inc. He has been doing work related to equity and inclusion since 2014. Chris began his journey in the field by founding and serving as the president of a Socio-Environmental organization, Reformation and Improvement of Society and Environment in Bangalore, India. Eventually he took this organization to Stevens Point, Wisconsin where he attended the University of Wisconsin-Stevens Point to earn a Bachelor of Science in Biochemistry. With his leadership and recruitment of fellow social justice activists, RISE established branches in nine different countries across the globe. He was also a founder, chair and later student advisor for the UWSP Alliance of Multicultural and Diversity Organizations, directly serving over 1000 students and consisting of 20 member organizations. Working as the Inclusivity Director for the UWSP Student Government Association catalyzed his leadership development, inspiring noteworthy legislation, activism, and diversity and inclusion trainings which resulted in institutional change to create a more inclusive community. In addition to serving as our Executive Director he also serves as a voting member for the Portage County Diversity Affairs and Inclusiveness Committee. Chris is exceptional at bringing diverse groups of people together to create organizations and systematically address marginalization. 

Yasamin Aftahi- Difficult-Discussions Inc. Editor for "Three P" Strategy

Editor: Yasamin Aftahi, Master’s of International Affairs

Editor: Eve Kramer, Board Member for Difficult-Discussions Inc.

Editor: Yasamin Aftahi, Master’s of International Affairs

 

Yasamin is a first generation Iranian-American writer, activist and public health advocate. She received her undergraduate degree in English in 2017 from CSU Long Beach. During this time, she was published and won awards for a piece of creative non-fiction entitled Maman, about her mother’s immigration experience. In 2020, she graduated 

 

Yasamin is a first generation Iranian-American writer, activist and public health advocate. She received her undergraduate degree in English in 2017 from CSU Long Beach. During this time, she was published and won awards for a piece of creative non-fiction entitled Maman, about her mother’s immigration experience. In 2020, she graduated from UCSD in International Affairs, where she studied global policy and Latin American studies. Her passion is connecting people through language and policy changes that make equity a reality for everyone. She currently lives in Stevens Point and works as a health educator for the National Farm Medicine Center.

Eve Kramer- Board Member for Difficult-Discussions Inc.

Editor: Eve Kramer, Board Member for Difficult-Discussions Inc.

Editor: Eve Kramer, Board Member for Difficult-Discussions Inc.

Editor: Eve Kramer, Board Member for Difficult-Discussions Inc.

 

Eve (She/Her/Hers) graduated from the University of Wisconsin-Stevens Point (UWSP) with a Bachelor of Science in Wildlife Ecology and minors in Professional Writing and Biology.  Growing up on a small family farm in the Driftless Area of Wisconsin instilled a strong desire to live harmoniously with the rest of nature and to fight to prot

 

Eve (She/Her/Hers) graduated from the University of Wisconsin-Stevens Point (UWSP) with a Bachelor of Science in Wildlife Ecology and minors in Professional Writing and Biology.  Growing up on a small family farm in the Driftless Area of Wisconsin instilled a strong desire to live harmoniously with the rest of nature and to fight to protect it.  While in college she carried this passion with her, pursuing a natural resources degree and becoming heavily involved in two student organizations, 350 Stevens Point and Reformation and Improvement of Society and Environment (RISE).  She served as an officer for both organizations, acting as the Public Relations Officer and Editor-in-Chief, respectively.  While she was with 350 Stevens Point, an environmental advocacy organization, she attended many actions throughout the state to fight against pipelines, mines, and other infrastructure that disproportionately harms minority communities. In 2018, Eve was part of organizing a protest against Foxconn during their groundbreaking ceremony in Mount Pleasant.  She continues to advocate for social and environmental justice in her daily life and is currently focused on spreading her passions through environmental education, hoping to inspire the next generation of environmental stewards and activists.

  • Home
  • Articles
  • Educational Handouts
  • Interactive Activities
  • Podcast
  • Policy and Consulting
  • Policy Templates
  • Webinars
  • Workshops
  • DEI Clearing House
  • Three P Strategy
  • Projects
  • Vision 2027
  • Get Involved
  • Meet our Board

Difficult-Discussions Inc.

difficult-discussions@outlook.com

(715) 544-2010

Copyright © 2020 Difficult Discussions - All Rights Reserved.

Powered by

This website uses cookies.

We use cookies to analyze website traffic and optimize your website experience. By accepting our use of cookies, your data will be aggregated with all other user data.

DeclineAccept

JOIN OUR COMMUNITY TO FURTHER DIVERSITY AND INCLUSION

 Sign up for our email list to join our community of activists and receive updates about new articles, resources, and handouts that will help in the path to equity and dismantling of marginalization. 

Learn more