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Workshop: Unite Against Racism

  
Unite Against Racism

Breaking Down Walls and Building Community

It Begins and Ends With Us!!

Join me for the first in a 3 part documentary/discussion series examining and dismantling Racism. Whites and People of Color see race from radically different perspectives. We will explore our individual biases and how they impact our choices and impact our community. Through individual, group and interactive exercises we will increase understanding transforming fear into knowledge and that knowledge into the power we need to eradicate racism and oppression. It’s imperative that all People of Color come together as ONE community to challenge the system of racism and oppression that this country has been built upon. It’s also crucial that our white allies join in this movement. These seminars are meant for everyone, regardless of your racial, socio/economic, religious or political background. You don’t even have to agree with the movement. What’s essential is that we dialogue face to face in a respectful environment where we can build understanding.

Saturday, Nov. 7th, 2:30-5:30pm

2930 Shattuck Avenue, Suite 300 Berkeley

AGENDA

  • Welcome
  • Documentary: The Conversation 
  • White People on Race
  • My Black Son
  • Growing up Black
  • Individual and Group Exercises
  • Discussion: We will analyze the polarization between blacks and whites in the U.S., with an in depth look at the raw realities on both sides. 

Diverse World Coaching
Facebook @SevgiCoach

El Cerrito, CA, United States 

diversewc@gmail.com 

1(628)333-9830

diverseworldcoaching.wordpress.com

RSVP

Space is Limited! It is essential you RSVP by phone or by sending me an email. Please leave Name/Email and the number of people you would like to bring.

Thank You!!!!!

  

Western Institute for Social Research

                                      WISR

 

Since 1975 WISR, the Western Institute for Social Research, has been a multicultural academic institution of higher learning devoted to social change and community improvement. WISR, is a community-based, globally connected degree granting institution of higher learning. WISR’s students can earn Bachelor’s, Master’s and Doctoral degrees in a variety of disciplines related to community improvement and leadership, educational innovation, counseling psychology, and progressive social change. The Master’s in Psychology meets the State of California’s academic requirements for the Marriage and Family Therapy (MFT) and Licensed Professional Clinical Counseling (LPCC) licenses.

WISR’s teaching and personalized education takes place through a creatively crafted combination of learning methods that are shaped by students as they develop their fields of study. Methods include academic tutorials, classes and seminars (face to face, teleconferencing, and other settings), long distance education, engaged and participatory community study, academic and library research, and the writing of intellectually solid and personally meaningful papers and theses.

TUITION REDUCTION

WISR’s Board is offering a temporary tuition reduction for new MFT/LPCC students of $400/month (rather than the current $625/month) from this month through June 2016. The $600 enrollment/re-enrollment fee still applies. This reduction only applies to students who have less than 12 semester units of credit toward the MFT/LPCC Master’s.

 WISeR College for Community Leadership

WISeR College for Community Leadership is about to enter a pilot stage as a way to give greater emphasis to, and to develop a cohort learning group within, WISR’s BS program in Community Leadership and Justice.

Eligible Students: 

This will be open to anyone who qualifies for WISR’s BS program, with enrollment currently limited to no more than 15 students. The program will begin once 8 qualified students have been identified. It is especially designed to meet the needs and goals of motivated and highly serious learners from lower-income communities, and for those committed to making improvements in such communities (especially, but not exclusively, in the East Bay Area of Northern California), and who wish to become community leaders. To be eligible, students must in the greater Bay Area, in order to participate in the onsite, weekly seminars. We will be enrolling students who have no previous college experience, as well as some who have as much as two years, or more, of college credit. 

Tuition is only slightly higher than community college tuition!!!

Those participating in the initial cohort group will benefit from a greatly reduced tuition, subsidized by WISR and WISR faculty, of only $2,400/year (plus an additional initial $600 enrollment fee). Students will benefit from this reduced tuition until they finish the BS program, up to a maximum of four years. There will be a tuition of increase of no more than $300/year each July. If they wish, students may concurrently pursue coursework at local community colleges and use that work for transfer credit to WISR. WISR has no access to Federal grants or loans, so students will have to generate the funds for their tuition.

Change yourself and the world join the WISR community.

For more information on WISR’s BS in Community Leadership and Justice, go to: http://www.wisr.edu/academics/sample-page-2/bs-community-leadership-and-justice/

For general information about WISR, its students, faculty, alumni, learning methods and community commitments, go to: http://www.wisr.edu

Feel free to contact us with questions and for more information at 510-655-2830 or mail@wisr.edu

A WISR Education is About Developing You!

Phone: 510-655-2830

Berkeley, California 

 
Meet Some of Our Amazing Faculty!!!!

  

JOHN BILORUSKY. BA cum laude, General Studies and Physics, University of Colorado, 1967. MA, Sociology of Education, University of California at Berkeley, 1968. PhD, Higher Education, UC Berkeley, 1972. John is President of WISR, was a co-founder of WISR in 1975, and has served full-time on WISR’s faculty ever since. Before that, he taught social sciences at the University of California, Berkeley and community services at the University of Cincinnati. He is the author of many published articles and papers on higher education and social change, adult learning, and practical, community-based and participatory research methods. He has served as a consultant for community agencies in the area of participatory action-research. He has conducted evaluations of liberal arts colleges and educational innovations, performed public policy research, and helped others to create community-involved colleges. John is Chair of the Board of the Association of Private Postsecondary Education in California. johnb@wisr.edu

  

MARILYN JACKSON. BA, Augustana College, 1981, Religion. M.A., Holy Names College, Institute in Creation Spirituality and Culture, 1989. PhD, WISR, Higher Education and Social Change, 2004. In her dissertation, Dr. Jackson contrasted popular spirituality movements in Western society to traditional religion, by relating Creation Spirituality to Lutheranism. Two of her recent articles were published: “The Life of the People: The Legacy of N.F.S. Grundtvig and Nonviolent Social Change Through Popular Education in Denmark” and “Education for Life at Danish Folk Schools and Highlander.” Marilyn continues to study and work on unlearning racism and building multicultural society through dialogue, education, cultural expression and community based celebrations. She is also interested in women’s and career development issues, as well as lifestyles, health and environment. She has organized education activities about indigenous people and has been extensively involved with Scandinavian music and other cultural activities, including translating Swedish songs. As part of her commitment to egalitarian values, she educates others about socialism and social democratic values. She is on the Board and staff of the Ecumenical Peace Institute, and organizes monthly forums at the Lutheran Church of the Cross in Berkeley. In addition to serving as a member of WISR’s core faculty, she is Executive Assistant to WISR’s President.marilynejackson@sbcglobal.net

  

VERA LABAT. BS in Nursing, San Francisco State University, 1964. Masters in Public Health, University of California at Berkeley, 1974. Vera has recently retired after a long career in the field of public health. For many years, she was in charge of immunization for the City of Berkeley, and prior to that, she was school health consultant for the Berkeley Unified School District. She taught community health at the University of California, San Francisco, and taught in the School of Medicine at the University of Dar Es Salaam in Tanzania. She was the second Executive Director of the Over 60 Health Clinic in Berkeley in the late 1970s. Vera has served on WISR’s faculty for most of the past thirty years. labat7@aol.com

  

LARRY LOEBIG. BS, Summit University, Real Estate Management, 1998. MS, Summit University, Organizational Behavior, 1999. He is a graduate of Coach University and received the MCC designation from the International Coaching Federation. When he was the Business Manager of the Black Scholar Journal, he was introduced to the works of Jay Conrad Levinson and recently became Jay’s master trainer for the Western United States and is Director of the Academy for Guerrilla Marketing International. He is an advocate of learning in action and has applied his theory and learning in co-founding California.com Inc., and as an active Director of the Socially Responsible Internet Company. He is pursuing his PhD at WISR, and has developed an interest in alternative dispute resolution and earned certification with Mediator Training International with an emphasis on conflict in the workplace. He is developing a School of Coaching and Collaborative Communication as part of his action plan for earning his PhD. larryloebig@gmail.com

  

RONALD MAH. BA in Psychology and Social Sciences, University of California at Berkeley, 1975. MA in Psychology, Western Institute for Social Research, 1991. Teacher’s Credential Program, University of California at Berkeley, 1976. PhD in Higher Education and Social Change, Western Institute for Social Research, 2013. Ronald has had a private practice since 1994 as a Licensed Marriage and Family Therapist. He is a credentialed elementary and secondary teacher, and former owner-director of a preschool and daycare center. He does consulting and training for human service organizations, teaching courses and workshops for many community agencies and educational institutions around the California and the United States. He is a visible and active writer of books and articles in the field. His areas of special concern include child development, parenting and child-rearing, multicultural education, and teacher education. He is serving a second term on the Board of Directors of the California Association of Marriage and Family Therapists, and has served on the Board of the California Kindergarten Association. Ronald recently completed his PhD at WISR, writing on multiple topics on couple’s therapy, and for a potential twenty book series, possibly e-books. For more information about Ronald’s many professional endeavors, go to http://www.ronaldmah.com Ronald@RonaldMah.com
  

MICHAEL MCAVOY. Michael received a Master’s Degree in Medical Anthropology from Case Western Reserve University (Cleveland) in 1983. Prior to that, he was a student activist in the 1960’s civil rights and anti-Vietnam war movements. After receiving his BA degree from St. John Fisher College (Rochester, NY) in Biology in 1970, Michael entered medical school at the Faculté de Médecine, Université de Bordeaux (France). Preferring to work on community health rather than individual change, he left in 1973 to create the San Francisco People’s Health Resource Center and People’s Medical School (1974-79) which provided access to medical care for the poor, along with a political-economic critique of the social causes of disease as well as education in self-care, holistic health and alternative medicine. Later, based at the Free Medical Clinic of Greater Cleveland and working with leaders of the African-American Hough neighborhood community, Michael helped develop a model community-based hypertension program, adolescent health clinic and radical health education program. In 1985 Michael joined the Core Faculty of the New College of California (San Francisco), and subsequently founded New College’s Center for Community Action, Research and Education, its North Bay Campus of Culture, Ecology and Sustainable Community, and its Activism and Social Change Program. During his three decades at New College, he also served for awhile as Dean of the Humanities Program and co-Academic Vice President. Currently, Michael is also seeking ways to theorize and create a social movement which combines a spiritual change in consciousness, with healing ourselves and others, while also resisting injustice, in line with Martin Luther King’s vision for a universal “beloved community.” mmcavoy@wisr.edu

  

DAVID YAMADA. BA, Valparaiso University, Indiana, MA, Empire State College, JD, New York University, PhD, WISR, 2010. David Yamada recently joined WISR’s core faculty on a part-time basis, after having completed his PhD here. David is also tenuredProfessor of Law at Suffolk University in Boston. He is concerned with the role of intellectual activism in contributing to social change. He is the most recent past Chair of the Board of Americans for Democratic Action. As part of his years’ of involvement in addressing the growing problem of workplace bullying, he recently founded the New Workplace Institute–a multidisciplinary, non-profit research and education center devoted to the creation of healthy, productive, and socially responsible workplaces. [from its website:] “The New Workplace Institute will serve as a vehicle for engaging in research and public education on important issues related to work and employment.” David has written numerous published articles on labor law and social policy and is a frequent presenter at professional conferences. More detailed information about David, and has academic and professional accomplishments can be found on the Suffolk University website. David has two blogs: one on workplace bullying, Minding the Workplace and one, with Chris Wagner, on “Second Thoughts: The Blog of the John Ohliger Institute for Social Inquiry.” The latter blog gets its inspiration from the late John Ohliger who “was a public intellectual, adult educator, community activist, and lifelong learner who blended an insatiable curiosity, a stubborn independence, a keen mind and good heart, and a passion for creating a better world. To many of us, he was also a friend, partner, mentor, collaborator, gadfly, and inspiration.” david_yamada@yahoo.com


  

  

CRYSTALLEE CRAIN. PhD in Transformative Studies, California Institute for Integral Studies. MA, Social Sciences, Eastern Michigan University, BA, Political Science, Northern Michigan University. Dr. Crain is an educator, small business owner, and advocate for human rights. Ms Crain has over a decade of experience in leadership development, teaching, and capacity building for organizations that work to prevent violence. Crystallee owns and operates Peaceful Profits, a conscious book and merchandise company. She founded Prevention at the Intersections, where she trains violence prevention strategists across the country. She has been responsible for the development of Heal the Streets fellowship program at the Ella Baker Center for Human Rights and the Violence Prevention Initiative at the College of Alameda. In 2011 she was featured in TIME magazine in the PROTESTOR Person of the Year issue. In 2013 she received advanced training in Health and Human Rights in the School of Public Health at Harvard University. In the spring of 2014 she self published the 1st edition of her first book – A People’s Primer: Exploration of Government & Social Change.Crystallee is new to the WISR faculty team. Since 2006, Crystallee has worked in higher education, promoting interdisciplinary applied research. She has taught sociology and politics at community colleges and universities in Michigan and California. crystallee.crain@gmail.com


To purchase a copy of the inaugural issue of WISR’s Journal click here:

http://my.bookbaby.com/book/wisr_multiculturalism

Dealing with Conflict Constructively 

  

 By Dr.John P Fernandez 

Leading in a Diverse & Conflicted World
The problem with conflict is not its existence, but how it is managed. In order to manage effectively, one must have an extensive knowledge of conflict itself. Thus, it is important to acknowledge the two different types of conflict: interpersonal conflict and operations conflict.
Interpersonal conflict arises from disputes between people as a result of differences related to personality, style, age, ethnicity, gender, culture, language, and the like. These types of conflict are counterproductive in business situations because they cause employees to become obsessed with personality and character, rather than focusing their efforts on doing the best job possible.
By contrast, operations conflict has nothing to do with personal issues. It grows from debates inside corporations. This type of conflict can be positive because rather than focusing on personalities, it deals with products, services, procedures, and how the work surrounding these factors should be completed. Operational conflict, when discussed logically by people with varied skills and perceptions, helps organizations produce optimal results.
If companies wish to resolve their diversity-related problems and all that accompany them, they must develop conflict resolution skills at each level of responsibility. One way to form diverse, high-performing teams is to teach managers and team members how to view conflict positively and use it constructively.
Simply avoiding conflict will not make it go away. Instead, conflict will begin to spill over into other areas of work and erode team cohesion. When employees feel uncomfortable, they tend to spend energy on staying out of sight, particularly during times of actual crisis, such as restructuring, downsizes, and mergers.
Conflict avoidance is a big mistake in most situations, but particularly in relations with customers and stakeholders; it creates dissatisfied and disgruntled people who will eventually stop doing business with the firm. Leaders must develop strategies to constructively engage with dissatisfied customers and stakeholders in order to improve products and services and sustain organizational growth.
More than forty years of consulting and working within corporations have led me to one belief: many problems related to diversity arise from poor and ineffective—or completely nonexistent—communications and leadership. This has become the foundation for my hypotheses and I am certain that developing effective leadership characteristics and building effective communication skills are two of the greatest and most important challenges facing corporations and those who lead them.
Specific strategies are needed to teach employees the skills and behaviors needed to resolve conflicts productively. Corporations must encourage resolution of conflict and must clearly assist employees in understanding the negative effects associated with failing to deal with conflict in objective, open, direct, and timely ways. Those who are positive role models should be rewarded and celebrated. Those who are not there yet need to be educated, counseled, and given the opportunity to alter their behavior. If those employees cannot or do not change, they should be terminated.

  
Paperback 

http://www.amazon.com/Leading-Diverse-Conflicted-World-Crucial/dp/061592137X

Kindle Edition 

http://www.amazon.ca/Leading-Diverse-Conflicted-World-Crucial-ebook/dp/B00J6HJWBG

Stereotypes and Biases – Cultural Weapons for Domination

  

By Dr. John P Fernandez 
Although a person’s biases and stereotypes depend on their own unique experiences, at ARMC Global we define concepts like racism, sexism, ethnocentrism, and homophobia as cultural ideologies that characterize the dominant group as being inherently superior to non-dominant groups. People in dominant or in-power groups, through societal institutions, develop, spread, and enforce the myths and stereotypes that are the foundation for their dominant social, economic, and political position. These views become ingrained in the minds not only of the oppressors but also of the oppressed.

Concepts like racism and sexism are cultural. For example, males from certain cultures are more likely than males from other cultures to consider themselves superior to women. However, we can find examples of stereotyped or biased thought in nearly every culture, in all parts of the world: many Japanese citizens perceive Koreans as inferior to them; some light-skinned people from countries such as Brazil, India, and China believe they are superior to the darker skinned people; in Northern Ireland there are still great divides between those of different religions; many men in Middle Eastern countries like Saudi Arabia believe women to be inferior and in a surprising number of societies this inferiority is still formalized by the legal system; and black males in the United States are still perceived as dangerous by the mainstream, predominantly white society, and even by some blacks, as the Trayvon Martin case illustrated. If stereotypes are not challenged, they can quickly become widespread beliefs, eventually turning into society’s norms.

Another unfortunate trend found throughout the world is that the people who believe and adhere to these types of thoughts are often in positions of power and are thus able to develop and enforce the stereotypes that serve as the foundation for their positions of authority in the first place. Often these negativities are not necessarily a matter of personal beliefs or attitudes, but rather accessory expressions of institutionalized patterns within social, economic, religious, and political systems. Whether personal or not, these beliefs have been used to maintain and justify the elite’s social, economic, and political positions, which have also become rooted deeply in the structure and fabric of our societies.

The power struggle between dominant groups who seek to maintain their positions and the outside groups who seek to change the status quo stands at the center of the problems we face today. The fear of losing dominance drives these groups, whether consciously or unconsciously, to nurture myths and stereotypes about the outside groups. When looked at carefully, displays of bias are simply defense mechanisms most often used by the dominant to deal with their own insecurities. These mindsets can be changed, but if they are not, the oppressed groups also start to believe these stereotypes, which compound their psychological stresses. By accepting and internalizing racist, sexist, religious, fascist, homophobic, and ethnocentric assumptions, the oppressed groups can explain and justify their subordinate societal position, making it even harder for them to break through these constructed barriers. This dynamic plays out in much of the world today.

​While racism, sexism, extreme ethnocentrism, homophobia, and religious intolerance fragment groups within a nation, xenophobia can bind a country’s major ethnic groups together through fear and hatred of all things foreign. Many people do not view our current political leanings toward xenophobia as negative. For example, some consider the American Tea Party a valid and important political organization, but further examination reveals it should be more accurately classified as a xenophobic movement in the United States. It seems to have an insidious implicit bias against non-whites, immigrants, non-Christians, LGBT individuals, and anyone they perceive as “un-American.” These kinds of ideologies are not exclusive to the United States. In Moscow, young Russian males have taken to attacking people who look physically non-Russian in attempts to “preserve” their country. Additionally, the Chinese minority population of Malaysia, many of whom are often financially successful, is often scapegoated for their country’s difficult economic situations, and at times even brutally attacked. Finally, even Israel, surrounded by enemies and characterized by centuries of oppression, can turn on those who are considered different, as the recent attacks on dark-skinned and immigrant Jews attest.  

These types of xenophobia contribute to nationalism and isolationism. The ideas inspire and justify bloody ethnic and religious struggles, as well as unfair immigration laws. The degree and extent of xenophobia in a country often parallels its economic and social status. As economies slow down, as traditional social networks break down, and as the nature of cultures change as a result of ongoing and rapid globalization, xenophobia increases. Instead of accepting and adapting to these changes and challenges, many cultures look for a scapegoat, and they find one in “the other.” A society often convinces itself that minorities, foreigners, nonbelievers, and “alien” cultures are destroying the old order, ruining the economy, or compromising the traditional way of life. While it is true that many oppressed groups internalize and believe in these negative impressions, we can also see that some respond with hatred and violence.

​While hatred and violence should never be tolerated, it is possible to trace the reasoning behind this reaction, and the ultimate cycle of stereotyping that it creates. In the face of a dominant majority, those who are oppressed and excluded often feel powerless; despite attempts at contributing to or uniting with society, they are often deemed unfit. Their social status is threatened and their innate sense of competition reminds them of the potential effects of such threats: isolation and estrangement. With few alternatives, violence becomes a subjectively expressive means (or even an end in itself), for it creates clarity in unclear situations.

Further compounding this dynamic is the disconnected nature of modern life and the breaking down of family structures and kin groups. Opportunistic, morally bankrupt politicians, religious leaders, and business leaders have fanned the latent fires of xenophobia throughout the world. Many countries are increasingly susceptible to these trends because of increases in freedom and mobility and a weakening of family ties. And so, while entire groups of people are programmed to distrust or exclude other groups of people, it is the individual alone who must bear the risks of failure. When we analyze this information it becomes clear how the cycles of hatred, violence, and discrimination are perpetuated.

For more information on Dr. John P Fernandez and ARMC Global and publications call (215) 439-2150 Or visit the Services and About Us pages on this site.

Diversity Trainings

  

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