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Head: DIVERSITY/INCLUSIVITY MISSION STATEMENT

Diversity/Inclusivity Mission Statement

Jillian Pratzner
Naropa University

DIVERSITY/INCLUSIVITY MISSION STATEMENT

I am dedicated to becoming the most culturally competent counselor I can be. Sue
& Sue (2013) describes cultural competence as:
(a) self-awareness (i.e., self-reflection and awareness of ones values and biases);
(b) knowledge of culturally diverse groups (e.g., marginalized status,
characteristics, strengths, norms, and values); and (c) specific clinical skills,
including the ability to generate a wide variety of verbal and non-verbal helping
responses, form a therapeutic alliance, and intervene at the individual, group,
institutional and societal levels. (p. 349)
Only through self-knowledge and examination can I integrate my values into my
behavior as a counselor.
Your definition and/or understanding of diversity and inclusivity
Diversity is difference and variety in the simplest terms. When it comes to people,
diversity refers to different groups, races and cultures. Inclusivity is the inclusion of and
openness to diversity of people and difference of opinion. Riordan (2014) states that,
while many organizations are better about creating diversity, many have not yet figured
out how to make the environment inclusivethat is, create an atmosphere in which all
people feel valued and respected and have access to the same opportunities (p.1). The
only way diversity will make an impact is if it is met with inclusivity. The two concepts
support one another and need each other to create rich, meaningful and conducive
environments.
Your current understanding of your biases
Bias is a term that gets talked about a lot but is rarely defined. When looking up
the word, particular describing words caught my attention like preconceived and

DIVERSITY/INCLUSIVITY MISSION STATEMENT

unreasoned. Bias could just be a simple opinion or inclination, however when
combining those qualities with unconsciousness, bias has the power to turn into a very
destructive force. For instance, Sue & Sue (2013) cite one study of family therapy
sessions revealed that counselors interrupted women more often than they interrupted
men (p. 512). Riordan (2014) reports, The findings also suggested that dissimilarity
might lead supervisors to favor people who are similar (in terms of race, gender, etc.) and
demonstrate bias against people who are different. Researchers refer to this phenomenon
as subtle bias, which is often a result of unconscious mindsets and stereotypes about
people who are different from oneself (pgs. 2-3). I can see within myself a bias towards
my own gender and prejudice towards many more masculine traits such as loudness,
taking up space and carelessness. It is difficult to see ones own bias as a potentially
harmful quality, however if it is not examined as such it could serve to re-enact
oppression and alienation. Although I feel safer around those who are like me, I am not
demonstrating a commitment to inclusivity to only seek out relationships with those like
myself.
Your awareness of your own relationship to power, privilege, and oppression and
your commitments to advance your awareness
Through reflection this semester I have come to understand the ways in which I
am oppressed, the ways in which I am privileged, and how those two traits co-exist
together in society. The first thing that is most apparent to my consciousness is the fact
that I am a young woman, and as such I am in an oppressed gender group. I also know
that I am white, straight, English speaking, thin, sis-gendered, temporarily able-bodied
and appear to be in the owning class, and that leads me to be privileged. What people

DIVERSITY/INCLUSIVITY MISSION STATEMENT

may not know by looking at me is that I grew up in a low class and I am not wealthy, my
mother is a racially mixed person and I am not Christian. What I have found is that there
is much more to people than what meets the eye and that oppression and privilege must
both be examined and owned in order for people to truly see each other as they are.
The resulting diversity and inclusivity skills that you bring, and will bring, to your
work with clients
As a person who has lived through oppression, the fact that I can also
acknowledge and examine my privilege is a trait I can bring into my practice as a
therapist and teach my clients. The experience of both is necessary for an inclusive and
un-biased world viewpoint. I am also incredibly committed to promoting womens rights
and the examination of sexism on an intrapersonal, interpersonal and institutional level.
Conclusion
Awareness of oneself and ones own culture is the beginning step of becoming
multi-culturally competent. I am dedicated to continuing to examine my understanding of
diversity and inclusivity, my bias, and my privileged and oppressed parts. With this
understanding I can be the best counselor I can be and continue to champion for womens
rights.

References
Riordan, C. (2014). Diversity is Useless Without Inclusivity. Harvard Business Review,
1-5. Retrieved from https://hbr.org/2014/06/diversity-is-useless-withoutinclusivity
Sue, D.W., & Sue, D. (2013) Counseling the Culturally Diverse: Theory & Practice, 6th
ed.