ZMINA: Rebuilding. Diversity and Inclusion

The following video training from the IZOLYATSIA Foundation and Diversity at Arts Council England is dedicated specifically to inclusion. So, what is meant by diversity and inclusion? First and foremost, it is important to understand that these terms are not just "trendy grant buzzwords," but real issues that people think about and encounter in their daily lives.

How is diversity measured?

There are visible and invisible dimensions of diversity:

• Visible dimensions: Skin color, gender, age, etc.
• Invisible dimensions: Religion, education, or habits.

Why do we need to diversify?

There are four main arguments in response to this question:

• Moral: Treating everyone with equality and dignity and ensuring a fair distribution of resources is the norm.
• Legal: In many countries, discrimination based on characteristics such as gender, disability, marital status, or race is illegal.
• Business: A diverse workforce inspires creativity and innovation.
• Creative: Diversity is an integral part of the artistic process.

Why are diversity and inclusion relevant?

The current situation in Ukraine demonstrates many problems that require solutions. A large portion of these issues is related to the inclusion of people in the social and cultural life of communities: the integration of Internally Displaced Persons (IDPs), working with people with disabilities, veterans, and individuals with Post-Traumatic Stress Disorder (PTSD).

A diversity of experiences implies that everyone can participate in cultural projects—both physically (e.g., accessibility of buildings for people with special needs) and morally (the society's ability to accept those who differ from the majority).

Where to start?

The most popular diversification strategy is "top-down," but it doesn't always work. It is worth making a diversity statement that connects the center's mission with its commitment to inclusion. Fairooz Tamimi, a diversity and inclusion specialist and certified project manager at Trans Europe Halles, describes the "General Model." Its main components are:

• People
• Processes (or Strategies)
• Tools

You can find more about this model and its implementation in the Handbook (link below).

What is inclusive communication?

Its essence is ensuring that all interested parties—and anyone likely to be affected by the communication—receive information and can respond to it. Inclusive communication must consider inclusive content, inclusive format, and accessibility.

How to report on diversity and inclusion?

First, you must monitor the process. This allows you to:

• Assess the scale of the problem.
• Plan actions.
• Understand if those actions are helping achieve the goal.
• Find alternatives.

Diversity indicators may include the diversity of selected candidates, discrimination complaints, feedback, and the percentage of employees representing minorities.

Finally, implementing a diversity and inclusion strategy is a change. Any change triggers a social reaction, often one of resistance. Proper management helps navigate these changes.

Learn more about this and more in the video training!

USEFUL MATERIALS

Diversity and Inclusion: A Handbook for Grassroots Cultural Centres (by IZOLYATSIA, Trans Europe Halles, and Her Yerde Sanat (HYSD)): https://zmina.eu/en/library/accessible-culture/basics-accessibility/2/

Speaker: Abid Hussain (Director of Diversity at Arts Council England).