Introduction to True Storytelling Institute’s Diversity, Equity, Inclusion DEI 2.0 Module Overview

How to cite this essay?

Once you have read this DEI introduction, please proceed to Taking the True Storytelling’s Diversity, Equity, and Inclusion (DEI 2.0) Journey

True Storytelling is a way for diverse groups of people together to work on whatever problems they are ready to address using storytelling and story-listening tools.

True Storytelling Principles,
Processes, and Tool begin
with Foundational Ethics,
then

Organizing-Developing-
Changing (2.0) training, to
set the stage for

Diversity-Equity-Inclusion (DEI 2.0)

Question: Is ‘Diversity And Inclusion’ Far From Its Roots? And What’s An NFT? The DEI (1.0) industry made $8 billion dollars in 2020.

A Fractal is a pattern of self-sameness, recurring across micro to macro scalability. Labels, stereotypes, prejudice, discrimination and the glass ceiling is a recurring Single Loop Fractal Pattern. It takes real change and real true storytelling, in ensembles of action to change Single Loop Fractals into Double and Triple Loop Fractals of True Performance Ensemble Networking.

Single Loop Fractal DEI-Pattern

What DEI 1.0 is doing is the compliance training required to avoid lawsuits. You sit through hours of compliance-training about implicit bias, stereotyping, gender and racial equality, and the valuing diversity. Then you leave the room, promising to do better, and nothing in the organization has really changed. The processes, the glass ceilings, the stress and tension, the bogged down performance, are still just the same.

The Old DEI 1.0 programs of late 1980s to late 1990s began to shift from compliance so companies avoided lawsuits, or could prop up reputations. The new
focus expanded beyond training women and racial ethnic minorities, to incorporating everyone, including White men, under the umbrella of diversity. The focus became making everyone more aware and sensitive to the needs and differences of others (More). White males were not amused, and dropped out after first session or two.

What “DE&I programs do is promote a shallow politics of identity while avoiding discussions of structural change like the plague. My own art history department at Northwestern recently participated in such a program, (virtually that is). Each hour-long session (six in total over two terms), was intended to focus on a single theme, but with ten-minute warm-up exercises and multiple break-out room side-conversations, it proved hard to stay on track. Attendance dwindled from session to session.”

Eisenman (2021) asks ‘what is true’ about what we all Single Loop DEI 1.0? Where is the evidence that it works? “Indeed, what evidence there is, indicates that some of the most popular equity interventions make businesses and educational institutions less, not more diverse. The reason, according to researchers, is that these programs feel coercive to participants, generating greater antagonism toward targeted communities than before” (IBID.).

To explore this claim more in depth, please read:

Rohini, Anand; Winters, Mary-Frances. (2008).A Retrospective View of Corporate Diversity Training From 1964 to the Present. Academy of Management Learning & Education, Vol. 7, No. 3, 356 –372. Click Here for PDF.

Double Loop DEI 2.0 Fractal Pattern.

Double looping is defined here as feedback (retrospective sensemaking) and feedforward (prospective sensemaking) is the double loop ‘open system’. Most Fortune 500 companies are implementing DEI2.0 training. Why? First, they want to hire Millennials, who expect level playing fields. Second, diversity in leadership, recruiting, and performance, pays off for the bottom line.

Intersectional Approach

“Sociologist Patricia Hill Collins developed and explained the concept of intersectionality in her groundbreaking book, Black Feminist Thought: Knowledge, Consciousness, and the Politics of Empowerment, published in 1990. Today intersectionality is a mainstay concept of critical race studiesfeminist studies, queer studies, the sociology of globalization, and a critical sociological approach, generally speaking. In addition to race, class, gender, sexuality, and nationality, many of today’s sociologists also include categories like age, religion, culture, ethnicity, ability, body type, and even looks in their intersectional approach” (Cole, 2021, online).

New Millennium Paradigms for Diversity Learning have become the current DEI 2.0 trend. For example, at Chevron Oil, DEI is now an integral part of the business value
chain to leverage higher performance.

“According to McKinsey & Company, the consultancy, businesses in the top quartile for racial and ethnic diversity are more likely to be more successful financially; executive teams with gender diversity are 21 percent more likely to outperform their peers.”

“At companies in the fourth quartile for both gender and ethnic diversity, the penalty was even steeper in 2019: they were 27 percent more likely to underperform on profitability than all other companies in our data set” Read the report

Companies need a systematic, business-led approach to inclusion and diversity, as well as bolder action on inclusion.

Diversity and Inclusion for Business Success That is why DEI 2.0 is an $8 billion dollar a year industry since 2003. Results of a survey of diversity professionals in companies with more than 10,000 employees, found 80% reported having either mandatory or voluntary training for all levels of employees (The New York Times, 2007). With diversity and inclusion being defined as a business success tool by the late 1990s, the demand for DEI trainers has become a career path.

What is the annual salary of Diversity, Equity, & Inclusion Trainer in Los Angeles, California?

Click Here to enter your city in the DIVERSITY TRAINER Calculator and find your Salary Potential

You can integrate DEI training into every facet of your university, business, or agency to improve organizational learning, decision making, and overall performance metrics. The problem remains, that DEI itself remains unchanged.

“By destroying traditional social habits of the people, by dissolving their natural collective consciousness into individual constituents, by licensing the opinions of the most foolish, by substituting instruction for education, by encouraging cleverness rather than wisdom, the upstart rather than the qualified, by fostering a notion of getting on to which the alternative is a hopeless apathy, Liberalism can prepare the way for that which is its own negation: the artificial, mechanized or brutalized control which is a desperate remedy for its chaos” – TS Eliot

Source

Triple Loop DEI 2.0 Fractal Pattern

Triple Looping is defined as not only learning DEI 2.0 in order to make better organizational decisions and enhance performance, but making the system process changes that bring about diversity, equity, and inclusion as -of-Care of the Life-Path of Organizations in their environs (Boje, 2003, click here for more). That means changing the system participation in society and ecology. Triple loop is all about of-Care for cultural diversity.


UNESCO 2001 Universal Declaration on Cultural Diversity

Article 1 – Cultural diversity: the common heritage of humanity “Culture takes diverse forms across time and space. This diversity is embodied in the uniqueness and plurality of the identities of the groups and societies making up humankind. As a source of exchange, innovation and creativity, cultural diversity is as necessary for humankind as biodiversity is for nature. In this sense, it is the common heritage of humanity and should be recognized and affirmed for the benefit of present and future generations” (More).

It means instead of running sensitivity training DEI 1.0 sessions that reconstruct one’s own ‘identity narrative’ actually transforming Organizing, Developing, & Changing (ODC 2.0) to bring about Triple Loop DEI 2.0 cultural diversity. See the True Storytelling Institute’s ‘Organizing Developing and Changing (ODC 2.0) Level I Module. Sodexo is a good case study of changes in diversity training strategies in recent decades. It the step 8 of Global Inclusion that we are seeing since 2007.

Source of this image

Sodexo Diversity and Inclusion – Annual Report 2019 March 06, 2020 Download report

There is a reason to move to Triple Loop ODC 2.0 and DEI 2.0 in tackling the global inclusion obstacles:

“Structural racism is not primarily an issue of thought, communications or personal behavior; it’s a problem in political economy that equity training cannot reach. As indicated earlier, structural, or systemic racism is a political, legal and social order that affirms hierarchy and divides and disempowers the working class” (Eisenman, CounterPunch, May 7, 2020).

“As Adorno and Horkheimer made clear in that eerily beautiful text of theirs, Dialectic of Enlightenment, “myth is already enlightenment, and enlightenment reverts to mythology.” Enlightened liberal modernity, far from being a skeptical age, is one steeped in illusion”

Horkheimer, Max; Adorno, Theodor. (1947). Dialectic of Enlightenment (Click Here for pdf of their ground breaking book).

What caused enlightenment’s relapse into mythology? Their answer, the modern mythologies (aka Grand Narratives) were “concocted specifically to cause such a relapse as in the fear of truth which petrifies enlightenment itself” (1947: xiv).

What is Enlightenment?

“European intellectual movement of the late 17th and 18th centuries emphasizing reason and individualism rather than tradition. It was heavily influenced by 17th-century philosophers such as Descartes, Locke, and Newton, and its prominent exponents include Kant, Goethe, Voltaire, Rousseau, and Adam Smith” (More).

Adorno and Horkheimer’s final chapter: The Culture Industry: Enlightenment as Mass Deception: “The culture industry is the regression, operating with enlightenment means in restricted form, from the effort of cultural sublimation” (Horkheimer & Adorno, 1947: 230).

What is the Enlightenment narrative relation to division of labor? With “division of labor, the more it enforces the self-alienation of individuals, who must mold themselves to the technical apparatus body and soul” (Horkheimer & Adorno, 1947: 23).

What is the outcome of Enlightenment Narrative? In True Storytelling, principle 7, embodied reflection, Enlightenment is a distancing of thinking from reflection: “…unreflecting enlightened thinking has always sought, for its own survival, to cancel itself with skepticism, in order to make room for the existing order” (Horkheimer & Adorno, 1947: 74).

“But because its appeal to its own commercial character, its confession of its diminished truth, has long since become an excuse with which it evades responsibility for its lies…” (Horkheimer & Adorno, 1947: xix).

The Enlightenment brought about the privileging of individualism of the Self, over the ‘We-centric’ and ‘the Eco-centric.’

The “anarchy and individualism which Sade proclaimed in the struggle against laws” (Horkheimer & Adorno, 1947: 92). Individualism became the goto concept of the person, and the Self.

“The self which learned about order and subordination through the subjugation of the world soon equated truth in general with classifying thought, without whose fixed distinctions it cannot exist” (Horkheimer & Adorno, 1947: 10).

As individualism of the Enlightenment displaced community and ecology, society poured scorn onto Indigenous Ways of Knowing (IWOK). “

” The fake myth of fascism reveals itself as the genuine myth of prehistory” (Horkheimer & Adorno, 1947: 9).

The unity of the manipulated collective consists in the negation of
each individual and in the scorn poured on the type of society which could
make people into individuals.

“The countless agencies of mass production and its culture* impress standardized behavior on the individual as the only natural, decent, and rational one. Individuals define themselves now only as things, statistical elements, successes or failures” (Horkheimer & Adorno, 1947: 21).

The result is a destruction and a deterioration of True Storytelling’s essence of truth. The fanaticism of individualism the invisible hand of the market are marks of its untruth. It is more acurately turning away from the essence of truth.

s fanaticism is the mark of its untruth, the objective admission that
anyone who only believes for that reason no longer believes. Bad conscience is second nature to it.

Enlightenment Result in 2021 –> People are Double Narrating at Work: Trying to solve social problems through changing individual behavior has been what 1980s DEI 1.0 was all about. This allows individuals in the organization to declare their personal support for racial justice and Black Lives Matter while working in systems that are doing what is in their power to head off redistributive policies (See Distributive Justice).

MAY 7, 2021Death by Neoliberalism
BY ROB URIE

Picture: “J.P. Morgan Chase CEO Jamie Dimon takes a knee, Colin Kaepernick style, in front of a bank vault to demonstrate his political affiliation with the cultural left in the U.S. J.P. Morgan’s Payday Lending operations are part of the ‘democratization of capital’ intended to liberate the poor via high interest loans. Source: source photo from New York Post.” “’ … while targeting the (disproportionately PoC) poor through the bank’s Payday Lending operations, points to a package of suspect logic.”

How does this happen? How can people in organization express individual support for DEI, and at same time engage in predatory loan organizational practices and processes? Answer: The double logic is enforced through economic rewards and sanctions.

The business model’s maximizing profit motive dictates people disproportionately target PoC [people of color] because that is where the profits are made. S/he can join a Black Lives Matter protest, or ‘take a knee,’ with a clean conscience because s/he isn’t personally racist, yet collectively the organization is systemically racist.

One solution being suggested is to reduce the role of the Business School in the University, which itself is becoming one more business.

Reduce support for university business schools… They play a major role in buttressing the racist, national and global system of labor arbitrage — the moving of fixed capital from areas with high paying jobs, to locations with low paying or non-union jobs and a non-white workforce. All people deserve a living wage. Business schools also promote an ideology of growth-at-any-cost, regardless of environmental consequences for marginalized communities” (More).

Here are some articles about developing an ecological business model. Each of these changes not only sustainability but intervenes in the macro system and its supply chains in ways that develop Triple Loop DEI 2.0:

Boje, David M.; Jorgensen, Kenneth Mølbjerg. (2020). A ‘storytelling science’ approach making the eco-business modeling turn. Journal of Business Modeling, Vol. 8, No. 4, pp. 8-25. Click here for pre-press pdfPlease Click here for final print version PDF

Boje, David M.; Rana, Mohammad B. (2020). Defining a Sustainably-Driven Business Modeling Strategy with a ‘Storytelling Science’ Approach. Chapter to appear in Markovic, S., Sancha, C. and Lindgreen, A. (Eds.), Handbook of Sustainability-driven Business Strategies in Practice, Northampton, MA: Edward Elgar. Click here for pre-press pdf.

Mogens Sparre and Boje, David M. (2020). Utilizing Participative Action Research With Storytelling Interventions to Create Sustainability in Danish Farming. To appear in Organizational Development Journal. Click here for pre-press pdf.

Jørgensen, Kenneth Mølbjerg; Boje, David M. Storytelling Sustainability in Problem-Based Learning. Chapter to appear. Click here for pre-press pdf.

Rosile, Grace Ann; Boje, David M; Herder Richard A.; Sanchez, Mabel. (2021). The Coalition of Immokalee Workers Uses Ensemble Storytelling Processes to Overcome Enslavement in Corporate Supply Chains. Business and Society. Business & Society, Vol. 60(2) 376–414. Click here fore pre-press pdf.

For example, In Coalition of Immokalee Workers (CIW) study ensemble storytelling is used along with Carnivalesque Theater performances to build alliance networks with faith groups, consumer groups, and Millennial student groups on college campuses. These alliances that CIW forges bring pressure on major corporations such as Taco Bell, McDonalds, Pizza Hut, Subway, Sodexo, and Wal-Mart to engage in Fair Food Practices, and only contract with tomato growers that stop Modern Day Slavery and wage theft practices. As it turns out McKinsey is right (Read the report), the DEI 2.0 practices and processes actually bring about increase corporate and produce-grower performance and better profit outcomes, while providing safer conditions for migrant workers. The reason is a system change that is worker-driven corporate social responsibility, not in rhetoric policing, but in actual macro system changes.

There's a Nationwide Boycott of Wendy's Underway | The Nation

Grace Ann and I participated in CIW protest marches. You can see the Carnivalesque Theater. But keep in min CIW is not a union, they are a coalition of workers, in alliances with faith-, consumer-, and student-groups that brings pressure to bear on corporations to pressure their supply chain to get their act together.

With the passage of the Taft-Hartley Act in 1947, unions were prohibited from engaging consumers in their struggles with management and corporations.

“Taft-Hartley outlawed the closed shop, eliminated the sanctity of the union shop (allowing ‘right-to-work’ states to exist), enacted a mandatory waiting period before calling a strike, made it illegal to engage in jurisdictional strikes, secondary strikes and boycotts, gave management the right to stall and impede a membership certification vote, and expanded the NLRB’s governing board from three to five members. In a word, Taft-Hartley made unions infinitely more “controllable” (IBID).

Source

If CIW was a union, this Carnivalesque Resistance Theater could not happen: “Wendy’s: Stop ignoring the health and dignity of essential workers in the fields and join the Fair Food Program!” Sign up to add your city to the growing list of actions from San Francisco to NYC. Join the Alliance for Fair Food’s network-wide call on March 18 at 8 p.m. ET to help plan for the” >> Read More

True Storytelling

It begins with 7 core principles to bring about individual change in connection, honesty, transparency, trust, social responsibility, and integrity, but to, as well bring about macro system changes that address structural, institutional, and systemic race, gender, age, and disability discrimination.

Too many DEI training initiatives are just about compliance in order to check the boxes, and only cover over the theater of everyday life, without changing it. What’s different about DEI 2.0 is we work with the organization processes, networking new patterns of communication.

We have 7 processes, each a word beginning with ‘B-processes’ as a way to remember them.

BENEATH, BEFORE, BETS, BEING, BECOMING, BETWEEN, & BEYOND

The B-processes are associated with each of the True Storytelling Principles.

Boje in Session 2 of Process Theorizing – Click this Video Link

Boje in Session 4 of Process Theorizing – Click this Video Link

The Four Hearts of True Storytelling each point towards BEING.

The Nautilus Shell is a spiral, known as the Golden Mean, and a Fractal pattern. DEI 1.0 is one fractal patterns we can transform into another fractal pattern, DEI 2.0.

What is the essence of Truth of being Being?

We live process in two worlds and two kinds of Becoming. One world, the SPECTACLE THEATER and its DOMINANT NARRATIVE is full of dualities that we in True Storytelling go BENEATH. The other world is dialogical processes in what we call the BEYOND of intuition, abductive 6th sense. Temporally, there are two kinds of Becoming hearts that point into Being.

Contextualizing disparities of SPECTACLE THEATER with challenges to its harmful DOMINANT NARRATIVES

“America’s dominant cultural lens and narrative center on white people and portray the country’s past primarily as a story of social innovation and progress.

Within this narrative, modern problems like poverty and crime are individual and communal failings, and, by extension, racial disparities are indicative of poor choices or behavioral patterns, not historical and continued discrimination. This narrative minimizes or erases the impact of the human trafficking and bondage of people of African descent and the subsequent terrorizing and humiliation of Black people through violence, the Black Codes, and Jim Crow. And it implicitly perpetuates the belief that white people are doing better because they are inherently better or are working harder, laying the bedrock for white supremacy” (Read More at Urban.org). These DOMINANT Narratives are reinforced through popular culture, the news media, and political rhetoric, which subtly confirm or challenge our biases (PDF) about people of color (IBID.). The DOMINANT NARRATIVES of Exclusion legitimate Inequality. A counter is to learn the deep history and raise consciousness with CARNIVAL theater. Then and only then, is the FESTIVAL Theater of diversity, equity, and inclusion a reality in processes of systems we work and live in.

[Racism] is not just an issue that started yesterday.… We have systemic racism that’s eroding our nation from health care to the criminal justice system.

—Senator Cory Booker (D-NJ)

Many organizations are mired in Spectacles of us-versus-them, in trying to go BENEATH the labeling, to pick up a BEFORE-history long forgotten when people got along, and trying to move in a new direction making new BETS ON THE FUTURE. Without getting into the Carnivalesque (a kind of humorous look at ourselves in Double Loop (of retrospective & prospective sensemaking of how we are BEING, what we can be BECOMING), then the Triple Loop, staging the BETWEEN of together-telling, does allow going BEYOND DEI 1.0 to DEI 2.0, in which ’embodied reflection’ is actually part of the work life of the organization.

A process approach to DEI 2.0 means changing the processes, not just invoking the compliance police to make sure everyone’s language is politically correct, and not going to bring about expensive lawsuits. Organization system change in the processes is required. Quantum physicist David Bohm (1980/2002) describes two ontological frameworks that can help us understand DEI 2.). The two ontological framework are about what’s happening to the whole system, in-spaces, in-times, and in material conditions. The two frameworks, implicative and explicate order are entangled.

Bohm, David. (1980/2002). Wholeness and the implicate order. First published 1980. London/NY: Routledge.

Deconstruction is how we start each of the 7 tools. Then tools to reconstruct are in the Narrative Methods chapters (Boje, 2001).

Here is the overall big picture view of the principles informing our processes and tools:

Books for Deconstructing DEI 1.0 and Reconstructing the Resituation of DEI 2.0

You will need three books for this module. First Book, you have already: True Storytelling.

Literature - True storytelling

SECOND BOOK: Boje, D. M. (2017). Theaters of Capitalism: Creating conscious capitalism. Las Cruces, NM: Tamara-Land Publication. Order from Amazon Click Here.

We intend to intervene in the three Theaters of Diversity, Equity, and Inclusion with Spectacle deconstructions, Carnivalesque reconstructions, and finally move it all into Festival.

Theaters of Capitalism: Creating Conscious Capitalism
Kindle $8 and Print version $22

From Spectacle to Festival Theater

“Beyond the often-violent spectacle theatre of so-called “free market” capitalism and the failed alternative of “state-bureaucracy” spectacle, and the accompanying violent protest of carnivalesque street theatre, there is another path we have explored in the previous chapter, festivalism. The festivalism I have in mind would be a more conscious capitalism.”

Conscious Capitalism is possible once we raise consciousness using Carnivalesque Theater. Another example are the Carnivalesque performances of the Guerrilla Girls, who draw attention to how mostly male artists get wall space in city museums, and the paintings male artists tend to do, create an image of women, from the male gaze.

Third Book; Narrative Methods. We do this by Deconstructing DEI 1.0, in order to Reconstruct for DEI 2.0. Each tool takes one move of deconstruction, and pairs it with a particular Narrative Methods tool (See Boje, 2001 book):

Narrative Methods for Organizational & Communicati... by Boje, David M Paperback 9780761965879 ...

34 used & new from $6.80 Kindle $22.44 New about $46.86 CLICK HERE TO SEE CHOICES

For each Principles/Processes we apply a chapter from Narrative Methods book, which is a storytelling tool we will apply to move from Spectacle to Carnival, to Festival. In Blue we use one of the deconstruction steps from Chapter 1 of Narrative Methods book (there are some 8 steps and are sorted by True Storytelling Principles.

How this fits together. Read principles from True Storytelling book, and a chapter for each principle from the Narrative Methods book. Use the Theaters of Capitalism book as background reading, at your own pace.


7 Principles

True Storytelling Book (Key Symbols)
7 Antenarrative Processes
Antenarratives are pre-constitutive processes out of which narratives and stories are created
7 Tools to transform DEI 1.0 to DEI 2.0
Boje (2001) Narrative Methods for Communication book
Note: Chapter 1 eight deconstruction steps open each of these tools in the Chapters indicated below:
  1. Principle 1: What is True and SPECTACLE: Duality Search (Grand Narrative Chapter 2)
  2. Principle 2: Already there and SPECTACLE: Reinterpret Hierarchy (Microstoria Chapter 3)
  3. Principle 3: Plot and CARNIVALESQUE: Deny the Plot (Competing Plots of differing groups Chapter 7)
  4. Principle 4: Timing and CARNIVALESQUE: Other Side of the Story (Mapping Themes in space and in time Chapter 8)
  5. Principle 5: Helping Story with CARNIVALESQUE: Find the Exception (Dynamic Story Network Mapping Chapter 4)
  6. Principle 6: Staging FESTIVAL: Trace Between the Lines (Intertextuality of local in global texts Chapter 5)
  7. Principle 7 Reflection on FESTIVAL:Rebel Voices & Final Resituation Step (Root Cause Analysis of the formal, final, material, and efficient causes, Chapter 6).

We need a visual language for DEI 2.0 Why? Because the media is full of pictures of that would make it seem the US has left its apartheid behind, and entered DEI, for real. 

1.True 1. BENEATH Single Loop process: assessment – Where your organization is now in its DEI?Tool 1: Duality Search of Grand Narratives (chapter 2)
Deconstructing SPECTACLE Theater
2.Already There 2. BEFORE What is the deeper history of your DEI?Tool 2: Reinterpret Hierarchy with Microstoria Histories (chapter 3)

Deconstructing SPECTACLE Theater

SESSION 1 DEI 2.0: The Grand Narratives of Spectacle get deconstructed by re-inclusions of Microstoria.

See Chapter 3 Microstoria Tool in Boje (2001: pp. 55-61) to deconstruct the Columbus Story, so the true history of genocide become counternarrative to the Spectacle illusions about Columbus, indigenous peoples, and the enslavement practices that were the basis of colonialism, settlement, racism, manifest destiny, and so on. We will continue to use the Grand Narrative deconstruction and the reconstruction of Microstoria in the next sessions.

What is BEFORE in the deeper history of what is true? “From 1950 to about 1980, Democrats served power through serving organized labor. As the power of organized labor was diminished, Democrats joined Republicans on the side of capital. At present, the political contest in the U.S. is over who can better serve capital” (More).

3.Plot 3. BETS ON FUTURE – How to align DEI in the strategic planning? Choosing among plotsTool 3: Deny the Plots (chapter 7) with Carnivalesque Theater
4.Timing 4. BEING in Here and Now – Developing DEI in all spaces & times of ODC 2.0 by Closing the Double Loops of LearningTool 4: Other Side of the Stories by Mapping Dominance-Themes  & Classification Schemes (chapter 8) with Carnivalesque Theater

SESSION 2 DEI 2.0: Plot and Timing (Bets & Being) with Tool 3 Deny the plots, and Tool 4: Other side of stories by mapping themes.

Plot (Principle 3) is an artificial ordering of time into a Beginning, Middle, End (BME) ‘Grand Narrative’ that does violence to the Microstoria of existence of BEING-ness in Time and Place. I call it the pre-story and “untold story” Boje (2001: 199). What BME plat does is constrain, exclude untold stories, and marginalize the Wholeness of life-beings BEING. To put it simply it is a battle between Chronos Time-Plot, and Kairos Timing that is place-based. We need Carnival to resist Spectacle-Time-Plots.

Carnival Resistance is non-violent consciousness raising of the consequences of ongoing Spectacles of hate, fear, and oppression (Boje, 2017).

Our purpose is to show how dominant SPECTACLE plots can be denies, so other side of the story, in particular, microstoria can move from being untold to told. Resistance to daily micro-aggression, raises consciousness, so out of Carnival of Resistance, a space and time of Festival Theater can occur. It’s Carnival Time! Carnival Times and Spaces give a critical gaze on the lack of inclusion, lack of equity, and the ongoing micro-aggression of dominant cultural groups to the diversity groups.

Defining Terms:

What is Structural Inequality? Structural inequality is a system of privilege created by institutions within an economy. These institutions include the law, business practices, and government policies. They also include education, health care, and the media” (More).

What is the trend in Structural Inequality? “Structural inequality seems to be worsening. Between 1979 and 2007, after-tax income increased 275% for the wealthiest 1% of households. It rose 65% for the top fifth. The bottom fifth only increased by 18%. That’s true even adding all income from Social Security, welfare, and other government payments” (IBID.).

What is Systemic Racism? “Institutional racism, also known as systemic racism, is a form of racism that is embedded through laws within society or an organization. It can lead to such issues as discrimination in criminal justice, employment, housing, health care, political power, and education, among other issues” (More).

Example: Australia: “The treatment of the Indigenous people by the colonisers has been termed cultural genocide.”

Example Canada: “Until 1951 the various Indian Acts defined a ‘person’ as “an individual other than an Indian”, and all indigenous peoples were considered wards of the state.” (More).

Right-wingers often DENY THE PLOT of SYSTEMIC RACISM & STRUCTURAL RACISM. The consequence is racism only matters when it is conscious and deliberate; racism that is unconscious, implicit, or institutional simply doesn’t count in their worldview. (More).

To continue from Session 1 of ODC 2.0, in other words, Micro-aggression that is unconscious doesn’t counter, and Intersectionality doesn’t count. During Session 1, it was pointed out the whites are becoming the minority (or already are)”

Household Incomes by Percentile: 1967–2019

While incomes of the top households have increased, incomes of the bottom households have stagnated.

Click Here for Interactive Chart

Note: Current dollarsSource: U.S. Census BureauChart: The Balance Get the dataAdd this chart to your site

The Carnival Theater approach to solving structural inequality is non-violence.

What Martin Luther King Jr. Can Teach Us about Nonviolence
Mahatma Gandhi quote: Non-violent resistance implies the very opposite of weakness. Defiance ...
The Nobel Peace Prize 1993 Nelson Mandela #3 - A STEP TOWARDS PEACE

There is a shift in the demographics, and Carnival Time and Space is about Non-violent response to White fear that they are becoming minority. As there is a shift in demographics, there is fear among white population that they will loose control of wealth.

The US will become ‘minority white’ in 2045, Census projects

Youthful minorities are the engine of future growth (Read More)

Annual growth of total, minority, and white populations in the United States - Brookings
Source

CARNIVALESQUE RESISTANCE to DOMINANT SPECTACLE Narrative Plots & Timing by Southern Poverty Law Center’s Learning for Justice Project, e.g. Film “the forgotten Slavery of Our Ancestors”

Carnivalesque Theater resists and counters the SPECTACLE-Grand Narratives with Microstoria and with TRUE and ACCURATE HISTORY. E.g. Between 2.5 and 5 million indigenous people were enslaved in the Americas from time of Columbus to 1900. Learning True History is a way to Unlearn SPECTACLE historical fictions.

Carnivalesque Resistance to Spectacle of Hate Groups proliferating in US in 2020 is to trace their ‘Bets on the Future’ (Plots), and their location in BEING. Please Click this link for Southern Poverty Law Center’s interactive map locating hate groups in the United States. 25 Ku Klux Klan groups, 63 Neo-Nazi groups, 128 White Nationalist groups, 36 Racist Skinhead groups, 19 Anti-Immigrant groups, 65 Anti-LGBTQ groups, 72 Anti-Muslim groups, 355 General-Hate groups.

Opponents of the Left Financially Persecuted
Source: SPLC Annual Report, p. 4

Rise in Hate Groups in Europe

Antisemitism rising sharply across Europe, latest figures .

Germany: Number of right-wing extremists rose by a third

Islamophobia is on rise in Spain

Right-Wing Extremism and Terrorism in Europe 

Hate crime in the European Union

What are the deeper root causes of the proliferation of Hate Groups in US and Europe

Carnivalesque Theater on the streets, in cyberspace, in the classroom, and in corporate supply chains are ways to counter the SPECTACLE Framing of Reality:

  1. Exposing racist and misogyny constructions of reality and countering with True Storytelling of the ‘essence of truth.’
  2. Deconstructing the endless stream of baseless conspiracy theories

Sometimes you Just Do Carnival and Get Arrested

Sustainability Council Agenda Facilitated By David Boje October
  • I was arrested for leading a peace vigil on University Ave. in front of a sorority. The sorority supported the Bush’s Iraq War. I refused to show my ID, and New Mexico State University Police officer arrested me, put me in handcuffs, took me to campus police station, and leg-shackled me to a wall. The whole time, I went silent, and meditated, and stayed completely non-violent. We did Carnivalesque peace vigils, twice a week, held candle vigils and got people of different faiths together to share the untold story of Carnivalesque resistance: We were being peaceful, non-violent, and in the media, we were re-presented is the opposite.
An Untold Story - Voices - Home | Facebook

Racism Conspiracy Theory Example:

White genocide conspiracy theory is a white nationalist notion that immigrationintegration, low fertility rates and abortion are being promoted in predominantly white countries in order to turn white people into a minority or cause their extinction” (Read More)

  1. Countering the disinformation of media platforms run by robber barons of social media. A few billionaire tycoons run social media fiefdoms.
  2. Countering Spectacle Grand Narrative Plots that ferment hate groups by having accurate True Storytelling of History.
  3. True Storytelling of Hidden Costs of Groundless Conspiracy Theories
  4. Who benefits from Disinformation, false history, and conspiracy theories

Session 3: Help New Stories Long and begin the Staging of New stories

5.Helping 5. BECOMING – of Double Loop of continuous process improvement of DEI systems
Tool 5: Find the Exception with Dynamic Story Networking Maps (chapter 4) with ICEND (Interactive, Communicative, Experiential, Networking Developing; Carnivalesque Theater
6.Staging 6. BETWEEN – How do you visually communicate the DEI 2.0 to Stakeholders? Preparing for Triple LoopTool 6: Trace Between the Lines with Intertextuality (chapter 5) – Finding Festival Theater

Single Looping: addresses DEI problems and solutions with command-and-control, top-down, ‘rational comprehensions methods (Lindblom, 1959). Single looping comprehends the Ends, but not the means. The second shortcoming is Single Looping is a big branch of the tree approach (this big end or that one), rather than a ‘root cause’ approach. So it’s about containing the symptoms, not solutions to DEI. Third, the ‘branch approach’ of Single Looping engages in abstraction rather than grounding. Ends have no ultimate validity that everyone aggress upon, so there is always duality, polarity endless debate, no common ground. Conflict loop escalates, without a deescalation loop beyond conflict suppression, so conflict goes underground.

Lindblom, Charles E. (1959). The science of” muddling through”. Public administration review, 79-88. (Click Here to read this amazing article).

We can apply Lindblom’s muddling through to Double Looping.

Double Looping: In muddling through, there is ‘successive limited comparisons‘, small steps of next-step practical actions, from the ground up. Yes, it’s an open system of retrospective-feedback meets prospective feedforward. Yes, double looping, allows for restorying so the chronos-timing meets up with opportune timing of kairos. Yes, double looping has that conflict deescalation cycle to compliment single looping. All well and good. The big issue is double looping is often done by consensus debates (warrants & claims), but rarely by what Boje & Rosile (2020) call conversational storytelling sessions, or by applying Peircean Abduction-Induction-Deduction spiral as a research tool, analogous to Lindblom’s successive limited comparisons.

Despite all the advantages, there are still important shortcomings of Double Looping. Successive limited comparison (and AID spiraling can exclude ways in which division of labor, divides and conquers DEI initiatives. People are in a Tamara-Land theater, a set of stages that has separation, segregation, as a material divide. There are gaps in the networking, so people rarely come into human contact to do conversational storytelling circles.

How to get to Triple Looping.

Triple Looping: gets the Heart-of-Care to come into Being. Triple Looping is a process in which True Storytelling values retake center stage: Good, Just, True, and Beautiful, but also freedom in the open region to uncover ‘essence of truth. People need freedom to learn how to exercise freedom with ethical answerability. Bystanders exercise freedom by being spectators who take no action to intervene. Moral answerability (Bakhtin, 1991) is intervening in the occurrent event-ness of BEING, because you are there, at hand, and have some small way to make a difference, here and now. Successive limited comparison, is a first small step. However, getting to the root causes is the foundation of Triple Looping. Here is the thing. In the animal world. collective intelligent networking (ICEND) took millions of years to perfect. In the human world, it seems to be beyond us. Fortunately, Grace Ann Rosile, ‘horsesense’ the cultivation of 6th sense, can be learned. We get to this in session 4.

Session 4: Reflect and Go Beyond with continued Cause Analysis

7.Reflect 7. BEYOND – How your organization systems can continue an embodied process of reflection that attunes to ethics and aligns DEI 2.0 to ODC 2.0? Tool 7: Final Resituation Path (& Rebel Voices) with Root Cause Analysis (chapter 6) to enact Triple Loop in embodied Reflection, aligning DEI 2.0 with We-centric and Eco-centric

Finding Festival Theater

Session 4: Triple Looping in the BEYOND: Grace Ann Rosile (2004) provides an essential root cause tool to deconstruct DEI.

The 4 Quadrant Tool by Rosile, has two dimensions. First, the Insider/Emic and Outsider/Etic is from anthropology. The insider’s know and tell the story that the outsiders do not know. The outsiders look in and make Etic categories. Being arrogant, the etic anthropologist is a colonizer, saying to self, ‘hey I the anthropologist discovered the category.’ But in reality, truth-be-told, the IWOK knew it all along, and knows the anthropologist appropriated it, even stole it, and its plagiarism. Over many decades, the duality between emic (insider) and etic (outsider) gets blurred. Indigenous scholars study WWOK categories, read up on the taxonomies of anthropologists, and deconstruct the dualities.

Inside each of the four quadrants are deconstruction steps from Boje (2001). Of course, there are no actual steps in deconstruction, since Derrida declared it a style, not a recipe. Steps give you a way into it.

McDonaldization comes from George Ritzer’s work. He stresses we treat McDonald’s ways of efficiency, calculability, control. and predictability as means to ends in education, military, business, etc. and here we add DEI 1.0 to the list.

At Micro to Macro dimension, there can be systemic inequality, systemic racism, systemic exclusion, and do on that is beneath the DEI 1.0, even sustained by it.

Rosile 4 Quadrant Root Cause Tool

The point of the Rosile tool is to get to step 8: Resituate the root causes into a new construction of DEI. This is where Heart-of-Care in Triple Looping becomes a potentiality. Muddling Through in Double Looping gets you half way there. AID self-correcting is quite reliable trail blazing. Deconstruction and Carnivalesque resistance gets you a bit closer. Festivalism brings you into Triple Looping.


7 True Storytelling Chapters
Chapter Theme & SymbolThe 7 Processes of Antenarrative (what pre-constitutes the stories and narratives that emerge)
1.True 1. BENEATH Single Loop process: assessment – Where your organization is now in its DEI?Tool 1: Duality Search of Grand Narratives (chapter 2)
2.Already There 2. BEFORE What is the deeper history of your DEI?Tool 2: Reinterpret Hierarchy with Microstoria Histories (chapter 3)
3.Plot 3. BETS ON FUTURE – How to align DEI in the strategic planning? Choosing among plotsTool 3: Deny the Plots (chapter 7)
4.Timing 4. BEING in Here and Now – Developing DEI in all spaces & times of ODC 2.0 by Closing the Double Loops of LearningTool 4: Other Side of the Stories by Mapping Dominance-Themes  & Classification Schemes (chapter 8) with Carnivalesque Theater
5.Helping 5. BECOMING – of Double Loop of continuous process improvement of DEI systems
Tool 5: Find the Exception with Dynamic Story Networking Maps (chapter 4) with ICEND (Interactive, Communicative, Experiential, Networking Developing
6.Staging 6. BETWEEN – How do you visually communicate the DEI 2.0 to Stakeholders? Preparing for Triple LoopTool 6: Trace Between the Lines with Intertextuality (chapter 5)
7.Reflect 7. BEYOND – How your organization systems can continue an embodied process of reflection that attunes to ethics and aligns DEI 2.0 to ODC 2.0? Tool 7: Final Resituation Path (& Rebel Voices) with Root Cause Analysis (chapter 6) to enact Triple Loop in embodied Reflection, aligning DEI 2.0 with We-centric and Eco-centric

7 Principles, 7 Antenarrative Processes, and 7 Tools of Deconstruction

How to Deconstruct Spectacles of Diversity, Equity, & Inclusion?

Chapter 1 of Narrative Methods Book presents the 8 steps of deconstruction. The most important step is #8. It is where the resituation (reconstruction of the deconstructions) take place.

Boje' deconstructive method
Based on Boje (2001) Narrative Methods chapter on deconstruction

There are two kinds of deconstruction. One is entropy: systems deconstruct themselves and fall apart, unless they are being cared for. The second kind of deconstruction is the analytics of taking apart the discriminations, microaggressions, and prejudices. This is done by addressing the Spectacle with Carnival, and bringing about Festival. We do this by first tackling the elephant in the room, the Spectacle Grand Narratives keeping the dualities of discrimination in place. As these constructions self-deconstruct with a bit of helping that along, we address the embedded hierarchies.

IMPLICATIVE ORDER in quantum theory is about phenomenon that changes essential factors that appear differently depending upon scales and contexts. The implicate order, is rooted in the verb, to implicate. It is to implicate, the ‘enfolded’ self-sameness at deeper and more fundamental temporal and spatial orders of reality of organizing processes. But processes petrify, and stall. When the implicate order is no long determining relationships among elements, the abstracting happens. Bohm describes a set of implicate orders which manifest in the explicate order, and his advice is a holomovement to a deeper relational order BETWEEN the two frames (Bohm, 1980/2002: 248).

EXPLICATE ORDER keeps unfolding into the frames of abstracting we human use in our five sense (seeing, hearing, smelling, touching, tasting), our retrospective-sensemaking. There is something going on BEYOND the five sense of retrospective-sensemaking. For sure, there is prospective-sensemaking, a grasping intuitively, Bohm’s (IBID. p. 211) ”multiplex”, i.e., what Grace Ann Rosile calls the 6th sense, or Horsesense of embodied reflection (More a Horsesense at Work).

David Bohm believed that dialogue groups could engage in a way of storytelling in which a different communicative pattern could emerge. The ordinary ways of organizing, developing, and changing systems (See True Storytelling’s ODC 2.0 module) are prerequisite to a deeper DEI 2.0). The Explicate (unfolded order) can be understood within a quantum field of all the implicate orders (Bohm, 1980/2002). Events in space and in time are for Bohm, said to be synchronous in the three-dimensional scene of a whole system (IBID, p. 194). “The implicate order has to be extended into a multidimensional reality” (IBID. p. 240). We call this, the Theatre of Tamara-Land, in which organizations are working out the simultaneous storytelling happening in and between rooms, and wiring in the software apps of digital technology.

In DEI 2.0, our focus is on bringing about an unbroken Whole, “the holomovement that unfolds and enfolds in a multidimensional order” (IBID.) we call the Triple Loop. To put it simple we take the existing Frames people have adopted in organizations, and begin the processes of Re-Framing to labeling, the stereotypes, the polarities and divisions.

Applying Bohm’s Holomovement to Tamara-Land Storytelling Networking of an Organization’s ManyRooms

Instead of making DEI a separate and autonomous component of compliance, we do the actual work of root DEI 2.0 in the true performance of of the holomovement of the whole system navigating its environments.  This holomovement begins with Re-Framing the Labeling in Spectacles, then develops Carnival of resistance, and Third Loop of Festival. It begins with Re-Framing the Labeling happening in the Spectacle.

David Bohm says that holomovement (1980/2002: 226) is the recurrence and stability of basic patterns (we call them fractal patterns of order). In stead of treating implicate and explicate order-frames as separate and distinct, the explicate order for Bohm, is the more particular age of the impolite order from which the explicate (fractal) orders are derived in the domain of experience (Bohm, 1980/2002: 226). 

We don’t know the laws of holomovement of complex adaptive systems.  We can tell you, in holonomy (Bohm 1980/2002: 211), the holon is the reaction of the part to the whole, and this is a system that intermingles, interpenetrates in spacetime: “as members of each ensemble are related through the force of an overall necessity, inherent in these situation, that can bring them together in a specifiable way” (Bohm 1980/2002: 230).

Festivalism

Festivalism Theater of Everyday Life  is “Life-affirming yet easily coopted” (Boje, 2017: 3). It gets cooped by what Aristotle (350 BCE) called the least worthy element of narrative, the Spectacle (costuming and glitz, that displaced substance).

Spectacle is defined as “total manipulation of meaning-making processes theory theatrical events to serve the production of power and managerial needs to control and spin a good story in the face of bad news” (Boje, 2017: 32). You know this in the Enron, Worldcom, and other major mega spectacle scandals of fake storytelling. 

 “Antenarrative is key to understanding complexity and chaos dynamics of the Theaters of Capitalism” (Boje, 2017: 3).  This complexity comes for working and living on so many stages networking across so many organizations. 

In DEI 2.0 “the three theaters of action (spectacle, carnival, and festival) are transformed by the action of antenarrating… Antenarrative is the grammar of the theatrical action. It intensifies and resists oppression” (Boje, 2017: 4). 

Spectacle, carnival, and festival emerge in the antenarrative processes in the flow of events of lived experience (p. 9-10). Spectacle is resisted by carnival, and festival once explored has the potential of what we call Third Loop.

Our True Storytelling purpose is to remake organizing into a more festive place and time, a third path (Boje, 2017: 14, 53) of Interactive-Communicative-Experiential, Networking-Developing (ICEND) Spectacle, carnival and festival are a hybridity in the production, consumption, and distribution, and properly balanced, they can become conscious capitalism of ecological and social corporate responsibility. 

The UK government’s race report is so shoddy, it falls to pieces under scrutiny

True Storytelling

Principles of DEI 2.0

Our passion is together-listening to inform our together-telling. We incorporate a foundation of ethics and Organizing-Developing-Changing (ODC 2.0) training as fundamental to successful Diversity-Equity-Inclusion (DEI 2.0). From there we offer ensemble leadership networking (ELN 2.0) with everyone leading something important, and aim for Sustainability in the 17 United Nations Sustainable Development Goals.

W

Aditya Chakrabortty Click here for article

Lorraine O’Grady used ‘carnivalesque human’ by taking pictures of people in a Gold Frame. It is a tool to showcase the ongoing situation, both its gatekeeping, and its possibilities.

EXAMPLE of Carnivalesque Theater, grotesque humor to speak back to power

Lorraine O’Grady made costume made of 180 pairs of white gloves from Manhattan thrift shops. She is carrying a white cat-o-nine-tails made of sail rope from a seaport store. It is artfully studded with white chrysanthemums. This is an exampel of what Mikhail Bakhtin calls ‘Carnivalesque’, when people dressed in costume to make fund of those in power, who looked on from their balcony. O’Grady’s first ‘unannounced’, ‘art’ invasion was an opening of Just Above Midtown, the black avant-garde gallery.

Carnivalesque is one way, and not the only way to draw attention to institutional gatekeeping, prejudice, glass ceilings, and the ongoing labeling stereotyping that is often so taken for granted, it takes a little awakening with grotesque humor.

The key work in Carnivalesque Theater was done by Mikhail Bakhtin. It is one of five dialogisms, that True Storytelling training is all about. Bakhtin pioneered dialogism as an alternative to the dialectic processes so commonplace these days (see Boje, 2008, for ways in which Bakhtin’s 5 dialogisms apply to organization strategy).

What are the Dialogisms of Conversational Storytelling in ODC 2.0 Module?

Bakhtin, Mikhail M. (1981). The Dialogic Imagination: Four essays. Austin, TX: University of Texas Press. Note: Carnivalesque is part of Bakhtin’s chronotopic dialogism defined as interplay of different kinds of spacetime (inspired by EInstein).

Boje, D. M. (2008). Storytelling Organizations. Thousand Oaks, CA: Sage.

Boje, D. M. 2016). Answers to Antenarrative Questions posed by Copenhagen Business School, blog post. Click Here (question 4 on 5 dialogisms).

We have attended Guerrilla Girl workshops, and it gets the conversation moving towards more ‘True Storytelling’ (Click for More on Guerrilla Girls).

We want to look to the possibilities of Festivalism, as a Third Loop, beyond Single Loop (patriarchy gatekeeping, discrimination, etc.), and what is possible after Double Loop (open systems) get implemented. The Third Loop of a Festivalism Theater is possible.

Here we see one of O’Grady’s street theater performance, pointing to human potential, and a future that Single and Double Loop are leaving off their stage.

Example of Festivalism Theater “A Black girl points through a gold frame as she takes part in the 1983 African American Day Parade in Harlem, where O’Grady brought gold frames and her camera to capture the rapturous delight of Black joy, affirming the artfulness of communal celebration” (Click for More O’Grady).

Listen to National Public Radio Broadcast about this industry. It started in an amazing place, responding to John F. Kennedy’s Affirmative Action call, in response to civil rights act. Companies got scared of litigation, so trining programs were implemented, but without roots to what we call True Storytelling Principles and Processes. CLICK HERE FOR 43 Minute Podcast

The Diversity and Inclusion Industry Has Lost Its Way

Question: Why does DEI 1.0 so often inhibit the real change for which many are calling?

As news comes of the Royal family’s desire to hire a Diversity and Inclusion consultant, Kim Tran explores what True Storytelling is calling the $8 billion dollar DEI 1.0 industry that is now at a crossroads: keep pretending the substitute training programs are solving the root problems, or get back to the historical roots. Can this training find its roots again?

True Storytelling goes back to the historical roots in order enact what we term, DEI 2.0.

See current article BY KIM TRAN MAR 23, 2021 CLICK HERE FOR ARTICLE

Boje (1995) Disney as Tamara-Land article. Academy of Management Journal

Tamara-Land is the Theater of everyday organizational life

We work and live in different rooms. Storytelling is happening simultaneously in all of them. We spend our working day chasing stories from room to room. There are spectacle for show, and there are carnivalesque scene to bring change, and finally there are festival of effective performance.

Who Benefits from Spectacle Theater of Systemic Racism?

Read article by Robert Reich.

“Jamie Dimon, chief executive of JPMorgan Chase, took the knee last week before cameras at a branch of his bank. Larry Fink, CEO of giant investment fund BlackRock, decried racial bias. Starbucks vowed to “stand in solidarity with our black partners, customers and communities.” Goldman Sachs chairman and CEO David Solomon said he grieved “for the lives of George Floyd, Ahmaud Arbery, Breonna Taylor and countless other victims of racism.”

And so on across the highest reaches of corporate America, an outpouring of solidarity with those protesting brutal police killings of black Americans and systemic racism.”

But most of this is for Spectacle, just for show.

“JPMorgan has made it difficult for black people to get mortgage loans. In 2017, the bank paid $55 million to settle a justice department lawsuit accusing it of discriminating against minority borrowers. Researchers have found banks routinely charge black mortgage borrowers higher interest rates than white borrowers and deny them mortgages white applicants would have received.

BlackRock is one of the biggest investors in private prisons, disproportionately incarcerating black and Latino men.

Starbucks has prohibited baristas from wearing Black Lives Matter attire and for years has struggled with racism in its stores as managers accuse black patrons of trespassing and deny them bathrooms to which white patrons have access.

Last week, Frederick Baba, an executive at Goldman Sachs who is black, criticized managers for not supporting junior bankers from diverse backgrounds” (More).

WHAT ARE MICROAGGRESSIONS?

discriminatory :: SandySpadaro.com
Source

“Microaggression is a term used for brief and commonplace daily verbal, behavioral or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward stigmatized or culturally marginalized groups” (More Wikipedia).

The daily verbal, behavioral, and environmental microaggressions and microinsults constitute a recurring pattern across scales, we call the Single Loop Fractal.

Our approach is to develop awareness of well-meaning folk of this fractal pattern embedded in organizations how it is enacted by people who may not be aware their behavior is insulting. A microaggression environment produces accumulations of stress on the recipients, and over time can be quite debilitating. It also creates the opposite of True Performance of the entire organization and its relationships.

With microaggression-awareness of its day-to-day Spectacle comes the potential for Carnival, and then processes of organizing, developing, and changing (ODC 2.) to what we call Festivalism practices, which are requisite to transforming compliance DEI 1.0 into DEI 2.0 double loop of conflict resolution, and the triple loop of ‘heart of care’ as the embodied reflection of True Storytelling.

WHAT IS DISCRIMINATION? Principle 1: What is True? How is it Sustained?

Here are some types of discrimination:

  • Age
  • Gender
  • Race
  • Ethnicity
  • Skin Color
  • Mental or Physical Disability
  • Genetic Information
  • Relationship to someone who may be discriminated against
  • Pregnancy or Parenthood
  • LGBTQ Discrimination
  • Religious Discrimination
  • Linguistic/Cultural Discrimination
  • National Origin
  • Socio-Economic Discrimination

In the US, Title VII of the Civil Rights Act of 1964 makes it unlawful to discriminate in hiring, discharge, promotion, referral, and other facets of employment, on the basis of color, race, religion, sex, or national origin. This is enforced by the Equal Employment Opportunity Commission (EEOC).

Distribution of EEOC Complaints

The EEOC reported the following breakdown for the charges of workplace discrimination that were received by the agency in fiscal year 2019 (see source):

This illustration describes types of workplace discrimination including "Retaliation," "Disability," "Race," "Sex," Age," "National Origin," "Color," and "Religion."
Source
  • Retaliation: 39,110 (53.8% of all charges filed)
  • Sex: 23,532 (32.4%)
  • Race: 23,976 (33%)
  • Disability: 24,238 (33.4%)
  • Age: 15,573 (21.4%)
  • National Origin: 7,009 (9.6%)
  • Color: 3,415 (4.7%)
  • Religion: 2,725 (3.7%)
  • Equal Pay Act: 1,117 (1.5%)
  • Genetic Information: 209 (0.3%)

WHAT IS INTERSECTIONALITY?

THE BEFORE HEART of History (Principle 2 Already there). What is the history of INTERSECTIONALITY?

Intersectionality is a framework to study the history of relationships among multiple dimensions and modes of discrimination and privilege. Everyone has their own unique experiences of discrimination and privilege. The issue of intersectionality occurs when courts and organizations use single-dimension when there are intersections, such as gender and race, or class, and nationality, etc. The term intersectionality was coined by Kimbrele Crenshaw 30 years ago (More):

“That brings us to the concept of intersectionality, which emerged from the ideas debated in critical race theory. Crenshaw first publicly laid out her theory of intersectionality in 1989, when she published a paper in the University of Chicago Legal Forum titled “Demarginalizing the Intersection of Race and Sex. The paper CLICK HERE TO READ THE COMPLETE PAPER centers on three legal cases that dealt with the issues of both racial discrimination and sex discrimination: DeGraffenreid v. General MotorsMoore v. Hughes Helicopter, Inc., and Payne v. Travenol. In each case, Crenshaw argued that the court’s narrow view of discrimination was a prime example of the “conceptual limitations of … single-issue analyses” regarding how the law considers both racism and sexism. In other words, the law seemed to forget that black women are both black and female, and thus subject to discrimination on the basis of both race, gender, and often, a combination of the two.”

“For example, DeGraffenreid v. General Motors was a 1976 case in which five black women sued General Motors for a seniority policy that they argued targeted black women exclusively. Basically, the company simply did not hire black women before 1964, meaning that when seniority-based layoffs arrived during an early 1970s recession, all the black women hired after 1964 were subsequently laid off. A policy like that didn’t fall under just gender or just race discrimination. But the court decided that efforts to bind together both racial discrimination and sex discrimination claims — rather than sue on the basis of each separately — would be unworkable.”

HOW USA LANDS OF INDIGENOUS PEOPLES ARE DECLARED ‘Public Land’ then Appropriated by another group?

“The 1851 Indian Appropriations Act allocated funds to move Western tribes onto Indian reservations where they would be protected and enclosed by the United States government” (See source).

“According to the Indian Appropriation Act of March 3, 1871, no longer was any group of Indians in the United States recognized as an independent nation by the federal government” (See Source).

Example: Grace Ann and I live on the East Mesa, across the street from public lands administered by Bureau of Land Management, and lands given to the State of New Mexico administered by State Land Office. These are lands appropriated from Original Peoples. The justification was and continues to be a cultural identity narrative that created a ‘false’, a ‘fake’ and ‘inaccurate’ history of the BEFORE. Therefore, part of True Storytelling is reclaim in Principle 2 ‘What is Already There?’ These untold stories, or marginalized stories of our region are part of the place called, Paso del Norte. It is a story of the loss of [intersectional] identities of the indigenous peoples under the Mission System, then Mexico’s settlements in what now is New Mexico and Texas, then US war with Mexico, and the expansion of US.

Source

“Spanish explorers encountered two groups of Native Americans whom they referred to as the Mansos and the Sumas. The Mansos occupied the Rio Grande in the immediate area of El Paso, north to Las Cruces. The Sumas were found along the Rio Grande southeast of El Paso, as well as in portions of northern Chihuahua, Mexico” (More).

Original indigenous peoples maintained their community and identity under the pressures of Spanish colonization of this region, Mexican statehood, warfare with other Indigenous groups, and United States expansion (More on this history).

What is US and UK Apartheid?

Is there US and UK Apartheid, or is this concept-term only applicable to South Africa?  US historians are now using the term ‘apartheid’ to refer to more than the Jim Crow era. It refers to history in the US of residential segregation, educational segregation, and injustice of criminal justice system.  Is this still the case?

Economic inequality is a hot topic (Feffer, 2014, Click Here for article).  

“Ferguson, Missouri looks even more like apartheid South Africa than the average American city. Ferguson is more than 60 percent African American, but only three of the 53 cops are black. The mayor is white, as is the chief of police. Nearly one-third of the African American population lives below the poverty line. And in 2013, 93 percent of the arrests involved blacks. Injustice and inequality has generated protests, riots, and police crackdowns.” (Feffer, 2014, Click Here for article).

Inequality is a growing divide between rich and poor and it’s a black-and-white history.  Consider the gap in household income, ratio of unemployment, and number of children still in segregated schools, and segregated residences — it is the same or worse in last 50 years.

“The United States incarcerates a higher proportion of blacks than apartheid South Africa did. In America, the black-white wealth gap today is greater than it was in South Africa in 1970 at the peak of apartheid.” (Kristof, NYT). https://www.nytimes.com/2014/11/30/opinion/sunday/nicholas-kristof-when-whites-just-dont-get-it-part-5.html?_r=0 

In an earlier column in the series, Kristof points out that whites in South Africa owned 15 times more than blacks in 1970s, while the current ratio for the United States is 18 to 1.

Brown v. Board of Education rejected ideas of scientific racists about the need for segregation, especially in schools. Following that decision both scholarly and popular ideas of scientific racism played an important role in the attack and backlash that followed the court decision.[64]Racial segregation in Alaska was primarily targeted at Alaska Natives. (source).

In sum, in US society, very little has changed in the last five decades. In fact African Americans in middle class hav declined, having been wiped out after 2007 depression. 

The Deconstruction of the BEFORE-process of the Already There

“In the ways that we teach and learn about the history of American slavery,” write the authors of a new report from the Southern Poverty Law Center (SPLC), “the nation needs an intervention” (source, NPR).

“This new report, titled Teaching Hard History: American Slavery, is meant to be that intervention: a resource for teachers who are eager to help their students better understand slavery — not as some “peculiar institution” but as the blood-soaked bedrock on which the United States was built” (source, NPR).

“Beyond this discomfort, the report lays out several key “problems” with the way slavery is often presented to students. Among them” (source, NPR):

  • Textbooks and teachers tend to accentuate the positive, focusing on heroes like Harriet Tubman or Frederick Douglass without also giving students the full, painful context of slavery.
  • Slavery is often described as a Southern problem. It was much, much more. When the Declaration of Independence was signed, it was a problem across the colonies. Even in the run-up to the Civil War, the North profited mightily from slave labor.
  • Slavery depended on the ideology of white supremacy, and teachers shouldn’t try to tackle the former without discussing the latter.
  • Too often, the report says, “the varied, lived experience of enslaved people is neglected.” Instead, lessons focus on politics and economics, which means focusing on the actions and experiences of white people.

States and textbook-makers deserve considerable blame for these problems, according to the report. The project reviewed history standards in 15 states and found them generally “timid,” often looking for slavery’s silver lining; hence a common preference for coverage of the abolitionist movement over talk of white supremacy or the everyday experiences of enslaved people” (source, NPR).

Root Cause Analysis of Spectacle Theater

media literacy questions | youth, democracy & the entertainment industries
Source

1.  WHAT’S THE STORY?  (go deeper asking why five times, to get BENEATH sympptoms to deeper, real causes.

2.  WHO TELLS THE STORY AND WHY?  

  • Polyphony of manyVOICES/SOURCES/POV (Point-of-View):  What voices/sources are privileged/unheard?  Underlying ideology?  Systemic bias?

3.  WHAT STORIES AREN’T TOLD?  (Untold Stories)

  • Is CONTEXT explored around issues such as crime, poverty, and income inequality?  Are underlying power structures discussed?  Root causes.
  • POLITICS-SYSTEM CHANGE:  Consideration of alternative public policy?  Strategies for social change?  Root solutions.

4.  WHAT STORIES DO YOU WANT TO TELL? (More see U-Mass Blog).

How Root Cause Analysis Tool Works?

Root Cause Analysis - Tool/Concept/Definition
Source

DIVERSION RESOURCES SUGGESTED – Ken Long

A Decision Making Guide to the MCRI (written with Elizabeth Suhay) by

Scott E Page

Leonid Hurwicz Collegiate Professor


In November 2007, Michigan residents will vote on the Michigan Civil Rights Initiative. Eliizabeth Suhay, a doctoral candidate in Political Science at The University of Michigan, and I have co-authored a decision making guide to the MCRI. This guide presents arguments for and against the MCRI. It does not reflect the official position of the University of Michigan. The guide is thirty-six pages long but designed to print two pages per sheet of paper.
A Decision Making Guide to the Michigan Civil Rights Initiative (pdf)

Slides
Camp Michigania-East in the summer of 2005..  The talks were written so as to be accessible to a general audience.

Part 1: An Introduction to Diversity
Part 2: The Implications of Diversity

Academic Papers on Diversity
A selection of my academic papers on issues related to diversity.

Problem Solving by Heterogeneous Agents (with Lu Hong in Journal of Economic Theory)
Diversity Trumps Ability (with Lu Hong in Proceedings of the National Academy of Sciences}
Interpreted and Generated Signals (with Lu Hong)

DEI 2.O

PROCESSES

Bringing All the Systems into Festivalism of

Ensemble

Leadership

We train in Ensemble Storytelling as the way to develop the potentiality of DEI 2.0 with the ongoing ODC 2.0 system improvements in quality and performance

RESOURCES in moving to Ecological Business Modeling that amplifies DEI 2.0:

Boje, David M.; Jorgensen, Kenneth  Mølbjerg, (2020). A ‘storytelling science’ approach making the eco-business modeling turn. Journal of Business Modeling,  Vol. 8, No. 4, pp. 8-25 Click here for pre-press pdfPlease Click here for final print version PDF

Boje, David M.; Rana, Mohammad B. (2020). Defining a Sustainably-Driven Business Modeling Strategy with a ‘Storytelling Science’ Approach. Chapter to appear in Markovic, S., Sancha, C. and Lindgreen, A. (Eds.), Handbook of Sustainability-driven Business Strategies in Practice, Northampton, MA: Edward Elgar. Click here for pre-press pdf.

Mogens Sparre and Boje, David M. (2020). Utilizing Participative Action Research With Storytelling Interventions to Create Sustainability in Danish Farming. To appear in Organizational Development Journal. Click here for pre-press pdf.

Jørgensen, Kenneth Mølbjerg; Boje, David M. Storytelling Sustainability in Problem-Based Learning. Chapter to appear. Click here for pre-press pdf.

Rosile, Grace Ann; Boje, David M; Herder Richard A.; Sanchez, Mabel. (2021). The Coalition of Immokalee Workers Uses Ensemble Storytelling Processes to Overcome Enslavement in Corporate Supply Chains. Business and Society. Business & Society, Vol. 60(2) 376–414. Click here fore pre-press pdf.

How to cite this True Storytelling essay:

Boje, David M. (2021). Introduction to True Storytelling Institute’s Diversity, Equity,  Inclusion DEI 2.0 Module Overview. https://truestorytelling.blog/true-storytelling-institutes-diversity-equity-inclusion-dei-2-0-module-overview/ 

See Next Post: Taking the True Storytelling’s Diversity, Equity, and Inclusion (DEI 2.0) Journey

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