Gather At The Well: Microdosing on the Margins - Summary

We Are For Good Podcast - The Podcast for Nonprofits
Host: Lindsey Fuller
Release Date: December 4, 2024
Episode: Gather At The Well: Microdosing on the Margins - Lindsey Fuller

Introduction to Microdosing Wellness and DEIJ Integration

Timestamp: [00:02]
Lindsey Fuller opens the episode by introducing the concept of "microdosing wellness" and emphasizing the importance of creating human-centered systems within organizations. She highlights the podcast's mission to move beyond thought leadership towards change leadership, providing listeners with tangible tools and concrete examples from the field to foster healthier work cultures.

The Intersection of DEIJ and Workplace Well-Being

Timestamp: [02:30]
Lindsey delves into the critical connection between Diversity, Equity, Inclusion, and Justice (DEIJ) work and workplace well-being. She presents compelling statistics to underscore the importance of this integration:

• Diverse Companies' Performance: "Diverse companies earn 2.5 times higher cash flow per employee, and beyond that, they're more productive by over 35%" (02:45).

She argues that merely recruiting a diverse workforce is insufficient without strategies to retain and sustain these employees. Organizations must embed collective liberation efforts into their strategic plans, practices, and policies to foster an inclusive environment that honors diverse needs and preferences.

Personal Narratives on DEIJ Challenges in Education

Timestamp: [10:15]
Lindsey shares her personal experiences as an educator navigating DEIJ challenges across various schools in California. She recounts instances where her initiatives to bridge racial divides were met with resistance and undervaluing, such as being unjustly labeled racist for proposing a Black Student Union and receiving minimal financial recognition for her effective Professional Learning Community (PLC).

These experiences highlight the pervasive issues of racial battle fatigue and the detrimental impact of hostile work environments on mental, emotional, and physical well-being. Lindsey emphasizes that microaggressions and systemic racism contribute significantly to educator attrition.

Implementing Human-Centered Systems as an Antidote

Timestamp: [16:50]
Lindsey advocates for the integration of microdosing wellness and human-centered systems as solutions to counteract toxic workplace cultures. She introduces somatic practices aimed at grounding individuals during challenging conversations about hostile work environments and DEIJ efforts. These practices include breathwork and physical movements designed to release tension and foster emotional resilience.

Addressing the "Oppression Olympics" and Promoting Collective Liberation

Timestamp: [22:30]
Lindsey critiques the concept of the "Oppression Olympics," where marginalized groups compete over who has it harder. She argues for embracing multiple truths and fostering an environment where diverse struggles are acknowledged without ranking or justifying suffering. Instead of trivializing real concerns, organizations should engage in diligent, empathetic, and active listening to support those on the margins.

Establishing Pro-Black Organizational Commitments

Timestamp: [29:10]
Drawing from her experience at The Teaching Well, Lindsey outlines the steps taken to become a pro-Black organization:

1. Black Bias Training: Moving beyond implicit bias training to more impactful DEIJ education.
2. Pro-Black Audit: Introducing a tailored audit to assess and address racial inequities within the organization, focusing on metrics like pay gaps and kinship recognition.
3. Pro-Black Commitments: Developing and monitoring specific commitments to support Black employees.
4. Manifestation Session: Creating spaces for Black team members to share their experiences and foster mutual understanding and support.

She underscores the importance of these actions being data-driven and sustainable, ensuring that DEIJ efforts contribute meaningfully to workplace well-being and organizational credibility.

Expanding DEIJ Efforts Beyond a Single Focus

Timestamp: [38:50]
Lindsey emphasizes that while organizations may focus deeply on supporting one subgroup at a time, concurrent efforts should also be made to support other marginalized groups. Examples from The Teaching Well include:

• Racial Healing Affinity Groups: Creating distinct groups for different Asian sub-communities to address specific needs.
• Land Back Donations: Going beyond land acknowledgments by making concrete donations to Indigenous groups.
• Language Inclusivity: Translating curricula to Spanish to support Spanish-speaking members of the Latinx community.
• Parental Support: Enhancing policies to support parents, including those involved in foster care and adoption.

These initiatives demonstrate that comprehensive DEIJ work encompasses multiple facets of diversity, ensuring that all marginalized groups receive the attention and resources they need.

Current Focus: Becoming a Queer Safe Organization

Timestamp: [45:20]
In the current year, The Teaching Well is focusing on becoming a queer safe organization. Lindsey discusses the strategies employed to promote psychological safety for queer-identifying professionals, including:

• Pronoun Sharing: Encouraging the use of pronouns to foster an inclusive environment.
• Policy Enhancements: Expanding parental leave policies to include foster and adoption options.
• Financial Support for Fertility Interventions: Researching ways to support queer teammates seeking fertility treatments, acknowledging the financial barriers involved.

Lindsey announces the upcoming launch of a national queer affinity group for educators in 2025, aiming to provide safe spaces and resources tailored to the needs of queer professionals.

Actionable Steps and Homework for Organizations

Timestamp: [52:00]
Lindsey provides actionable steps for organizational leaders to implement DEIJ initiatives effectively:

1. Identify Marginalized Subgroups: Determine which groups are most on the margins within the organization.
2. Increase Workplace Well-Being: Engage directly with these groups to understand and address their specific needs.
3. Conduct DEIJ Audits: Utilize tools like the Pro-Black audit to evaluate and improve organizational practices.
4. Self-Reflection on Biases: Leaders are encouraged to assess their own biases and understand how these may affect their leadership and organizational culture.

She emphasizes the importance of authentic action over performative gestures, urging organizations to commit to empathy in action and solidarity.

Closing Thoughts and Affirmations

Timestamp: [58:45]
Lindsey concludes the episode with empowering affirmations and reiterates the importance of ongoing DEIJ work. She expresses her critical hope that wellness initiatives will be inherently anti-racist and that collective efforts can bridge societal divides. Lindsey encourages continuous self-improvement and organizational commitment to DEIJ principles, fostering environments where individuals feel valued and empowered to make a meaningful impact.

Notable Quotes

• On Diverse Companies' Performance:
  "Diverse companies earn 2.5 times higher cash flow per employee, and beyond that, they're more productive by over 35%." — Lindsey Fuller [02:45]

• On Microaggressions:
  "Microaggressions to me feel like an intravenous slow drip of poison." — Lindsey Fuller [08:00]

• On Oppression Olympics:
  "When we introduce supports efforts, focus on a particular group, others meet it with well, this group has it harder or I've also suffered." — Lindsey Fuller [30:20]

• On Collective Liberation:
  "Collective liberation starts with me." — Lindsey Fuller [58:30]

Resources Mentioned

• Pro Black Audit: Available on The Teaching Well Blog
• Racial Healing Affinity Groups: Information available on The Teaching Well Website
• Upcoming Queer Affinity Group for Educators: Launching in 2025

Final Remarks

Lindsey Fuller wraps up the episode by reinforcing the podcast's commitment to supporting nonprofit professionals through innovative DEIJ strategies and wellness practices. She invites listeners to engage with additional resources on The Teaching Well's website and encourages ongoing participation in fostering inclusive and supportive work environments.

Thank you for joining this enlightening episode of Gather At The Well. Stay connected with We Are For Good for more insights and tools to drive meaningful change within your organization.