VSC: Diversity & Inclusion / Winter 2017 / January 4: Goals Activity

Organizational Goals, Unedited

Short-Term Organizational Goals to Advance
Strengths
continue ed and training
encourage and create opportunity to share
experiences
name/define illegal - must engage issues and
provide tools
set up specific guidelines for VSC expectations for
employees
investigate concerns, establish protocol

encourage more community participation from staff

break down silos
everyone on staff: time expected, encouraged to be
available and out and about (3 hrs/week?)
2 hrs/month paid to attend events
Long-Term Organizational to Goals Advance
Strengths
guidebook for staff and residents: values, ways to
seek help, fun/creative, illustrated, poetry, examples

create a forum for idea exchange

re-evaluating idea of staff artist too much

responsibility for community building? pressure?

work on shared definitions and goals

eliminate residency fees, fully funded residencies

residents: part of packet, welcome letter outlining

VSC commitment/goals, etc.

putting people first: endeavor to be about

supporting artists, esp. financially walk the talk

reaffirm commitment of VSC staff as keepers of

community

look at mission statement incorporate tradition

and contemporary/current realities and
commitments; clearly stated goals for 5 yrs

identify staff member residents can come to,

advocate ombudsperson
share our idea about sense of community as part of
opening night comments
Short-Term Organizational Goals to Address
Gaps/Improve

definition of VSCs vision/identity/mission

foster and encourage and allow (not distract from)
ability to be different and diverse beyond legal
mandates, i.e. curiosity about different/problematic
behavior or language etc.

identify ways to hear when people do not feel their

contributions or ideas are being welcomed

Long-Term Organizational Goals to Address

Gaps/Improve

identify potential blind-spots in our efforts re: to

diversity/inclusion

revisit our notes, time to reflect, show and tell

look at past misses and identity strategies

set standard for responding to difficult/aggressive

behavior

readiness to increase diversity of population

acknowledge staff artists and onsite staff as team,

meet as team; support discussions, community
among them

transparent or honest about existing barriers

identify realistic goals (limits)

increase board diversity

incorporate non-violent communication and
conscious communication practices
increase transparency at all level, across roles/
authority, etc.
provide anti-oppression / unpacking privilege
workshop
extending empathy for lives/experiences of others

+ diversity by removing barriers, i.e. economic

process for involving whole community in long-term

vision development diversity/inclusion strategic
plan (action steps, timeline, accountability,
assessment)
strong policy around living our values, being
accountable to what we articulate as our shared
values for everyone
create a communications/diversity committee to
strengthen and diversify the voice of VSC

Giavanna Munafo / Diversity & Inclusion Consulting

802-698-3348 / 240 Douglas Road / Norwich VT / 05055

VSC: Diversity & Inclusion / Winter 2017 / January 4: Goals Activity

Individual Goals, Unedited

Short-Term Individual Goals to Advance Strengths
use of gender pronouns ask, be aware, be open
to being mistaken
learn and work on listening to what is being said
instead of waiting to speak
develop patience, resilience for understanding and
inquiry
stay focused and calm in challenging situations
practicing being comfortable in uncomfortable
situations, risking speaking up, staying in the work

Short-Term Individual Goals to Strengthen Gaps/

Improve
notice when i may be for expediencys sake moving
past or tabling new ideas/perspectives
Long-Term Individual Goals to Advance Strengths
building self-confidence with mindfulness and selfcare more and better energy
do more to include or amplify other voices on
spaces/instances where i hold authority

stepping out of comfort zone, taking risk i.e.

sitting with residents at lunch

Long-Term Individual GoalsStrengthen Gaps/

Improve

push myself to interact with residents more and

more meaningfully

find balance between freedom of expression and

sensitivity to all

working harder to bridge gap between staff and

board

Giavanna Munafo / Diversity & Inclusion Consulting

802-698-3348 / 240 Douglas Road / Norwich VT / 05055

VSC: Diversity & Inclusion / Winter 2017 / January 4: Goals Activity

Organizational Goals, Organized into Themes

Education/Training
in general, enhance readiness to increase diversity
of population; foster and encourage and allow (not
distract from) ability to be different and diverse
beyond legal mandates, i.e. curiosity about
different/problematic behavior or language etc. (LT)
clarify legal obligations and provide relevant tools
(ST)
develop shared definitions of D&I terms (ST)
continue to identify blind spots (ST)
non-violent communication and conscious
communication practices (ST)
anti-oppression and unpacking privilege (ST)
empathy-based D&I awareness, strategies and
tools (ST)
use of gender pronouns ask, be aware, be open
to being mistaken (ST)
tools to focus on listening to what is being said
instead of waiting to speak; develop patience,
resilience for understanding and inquiry (ST)
tools to stay focused and calm in challenging
situations (ST)
develop ability to be comfortable in uncomfortable
situations, risk speaking up, stay in the work;
relatedly skill/comfort stepping out of comfort
zone, taking risk i.e. sitting with residents at
lunch (ST)
strengthen ability to notice when, for expediencys
sake, I/we move past or table new ideas/
perspectives (LT)
build self-confidence with mindfulness and self-care
more and better energy (LT)
how to include or amplify other voices in spaces/
instances where I/we hold authority (LT)

Opportunities to Share Experiences

create a forum for exchange of ideas (ST)
create structure for staff artists and onsite staff to
meet as a team to provide support and foster
community building (ST)
revisit our notes, time to reflect, show and tell
look at past misses and identity strategies (LT)
interact with residents more and more meaningfully
(ST)
shared activities that help bridge gap between staff
and board (ST)
Initiatives/Projects
packet for residents: include welcome with VSC
commitment to D&I and related info. (ST)
create a communications/diversity committee to
strengthen and diversify the voice of VSC (LT)
create guidebook for staff and residents: values,
ways to seek help, fun/creative, illustrated, poetry,
examples (LT)
increase diversity by removing barriers, i.e.
economic; transparent or honest about existing
barriers identify realistic goals/limits (LT)
process for involving whole community in long-term
vision development diversity/inclusion strategic
plan (action steps, timeline, accountability,
assessment (LT)

Continued, next page

Giavanna Munafo / Diversity & Inclusion Consulting

802-698-3348 / 240 Douglas Road / Norwich VT / 05055

VSC: Diversity & Inclusion / Winter 2017 / January 4: Goals Activity

VSC Vision, Expectations, Protocol

vision/mission/strategic plan (ST/LT):
- clarify expectations
- set standard for responding to difficult/
aggressive behavior; reaffirm keepers of
community values/vision
- define VSCs vision/identity/mission strong
policy around living our values, being
accountable to what we articulate as our shared
values for everyone
- create D&I guidelines
- find balance between freedom of expression
and sensitivity to all
- look at mission statement incorporate
tradition and contemporary/current realities and
commitments
- clearly stated goals for 5 yrs
create protocol for dealing with concerns/complaints
(process for people who do not feel heard or who
experience bigotry or exclusion) (ST)
identify a person or persons as D&I mentors and/or
identify an ombudsperson (ST)
opening night welcome: include VSC commitment
to D&I (ST)
putting people first: endeavor to be about
supporting artists, esp. financially walk the talk
(ST)
increase board diversity (ST)
increase transparency at all levels, across roles/
authority; break down silos (ST)
encourage/expect staff to be present and involved
on campus (3 hrs/week?) and/or participate
regularly in VSC community events; perhaps 2/hrs
month paid to attend (ST)
re-evaluating idea of staff artist too much
responsibility/pressure re: community building? (LT)
eliminate residency fees, fully funded residencies
(LT)

Giavanna Munafo / Diversity & Inclusion Consulting

802-698-3348 / 240 Douglas Road / Norwich VT / 05055