Just like the Sun and Moon are locked in an eternal dance, so too are oppressor and oppressed. For one to truly live free, all must live free.  

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This workshop is right for you if:

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1) You have read a couple of books on anti-racism, white fragility, and oppression but are ready to figure out how to move forward and assess your role in lasting reform and change. 

2) You know that you still have your own unconscious biases, and are ready to learn how to unpack them and learn strategies to create space between your bias and your desire to live your values. 

3) You are scared of saying or doing something wrong, but know you need to do something to help create a more equitable society.

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In this intensive, you will be guided as you learn tools that have helped hundreds of people begin to nurture the type of diverse, equitable and inclusive environments they have always dreamed of.

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Rethink everything you've been taught!

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Facilitated by Lindsey T. H. Jackson and Robin Force Counts, this intensive will revolutionize everything you've been taught about diversity, equity and inclusion. Lindsey says:

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"Well most of what we have learned about Diversity, Equity, and Inclusion (DEI) is flawed. The majority of us used to think of DEI as "get more of these types of people" in your work, school or neighborhood, or 'being proud to show off their diverse friend'. But now we know that diversity does not necessarily equal equity and inclusion.

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The real problem is that we are taught from a very young age to either view diversity as deficit or to attempt "to not see color" (colorblindness), instead of diversity as opportunity. We begin learning this lesson at the earliest moments of our existence. And so we ourselves learn to do everything to avoid standing out, being different, making a mistake. We internalize this fear of difference and therefore subconsciously reinforce the very same structures that we would tell you we do not approve of. 

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Racism, misogyny, ablism, homophobia, classism, prejudice against neurodiversity, and other oppressive constructs do not continue to exist because there is a lack of 'good people' in the world. These constructs still exist because 'good people' have not been given tools to deconstruct the very same oppressive constructs that they play out in their every day lives. They have been trained by fear to depend on the constructs, and until you show them another way, they never dreamed another way was possible."

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Developed by researchers and facilitators at LTHJ GLOBAL, this workshop is built around the Enneagram of Bias Model(™)tool and teaching methodology. It was developed to fill a gap in learning in the Diversity, Equity and Inclusion (DEI) methodologies. That gap mainly consists of:

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1) The introduction of the ‘I work’ concept at all levels of DEI, and a common language to explore the concepts that arise. “I work” is an undertaking by an individual to explore one’s personal relationship to inclusion and exclusion. 

2) The need to develop an increased capacity for empathy for oneself and other experiences before introducing DEI concepts.

3) Increased awareness of techniques that foster a culture for learning DEI principles, concepts and techniques. 

4) Expanded responsibility of facilitators and educators to mitigate personal biases that impede effective learning.

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The Enneagram of Bias Model

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The Enneagram of Bias Model(™), first identified by LTHJ GLOBAL founder, Lindsey T. H. Jackson, is a diagram highlighting tendencies in barriers to learning DEI concepts of the specific Enneagram types. 

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The Enneagram is an ancient typing practice that has long been used by individuals, organizations, leaders and practitioners to harness the best skills of each individual within the group and promote understanding of biases that limit excellence. However, Lindsey was the first to apply the diagram specifically to DEI. It is used to enable people to identify their specific blocks to embracing a culture of learning and willingness to embrace DEI initiatives.

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‘Ennea’ meaning nine, and ‘gram’ meaning picture, the Enneagram points to nine different emotional intelligences. However, unlike other well-known typing structures, the purpose of working with the Enneagram is to better understand not just what we do, but why we do it. Empowered with this information, individuals and organizations are able to “free themselves from type,” in order to make better decisions that align with personal and, or organizational goals. 

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This same thinking is applied when working with the Enneagram of Bias Model. It is designed to build upon this learning, by pointing to different ‘emotional biases’ that impede learning of DEI concepts.

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The Enneagram of Bias Teaching Methodology

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When taught in conjunction with the Enneagram of Bias Model(™), this training can begin the process of liberating individuals, organizations, and leaders from harmful constructs that limit our human potential for equity and inclusivity.

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Incorporating elements of group facilitation, storytelling, narrative panel work, mixed media, kinesthetic and somatic practices, facilitators are trained to provide learning in three levels of looped learning:

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The First Level: Incremental or Single-Loop Learning 

 

An introduction to the Enneagram of Personality Types as a basis to learn an increased awareness of self. 

 

This loop serves as an introduction to:

 

• The study of phenomenology

• Internalized bias at an egoic level

• Trigger/projection patterns

• Nature vs Nurture patterns that impact subconscious stimulus/response patterns

 

The Second Level: Reframing or Double-Loop Learning

 

Working with the Enneagram of Bias Model(™) as an introduction to DEI principles and as a common language to promote ongoing personal growth and development.

 

This loop serves as an introduction to the basic DEI principles including, but not limited to:

 

• Internalized Bias at a cultural level

• Microaggressions

• Privilege

• Systems of Oppression 

• Expanded views of “diversity”

• Intersectionality

 

The Third Level: Transformational or Triple-Loop Learning

 

Building upon the learning in the first two loops as a means to promote collaborative thinking and problem-solving that centers diversity as the norm.

 

This loop serves as an opportunity to learn skills and tools to research, assess, interpret, and apply a diversity, equity, and inclusion lens to all levels of personal, organizational and civic engagement.