Inclusion Flashcards
Cedar Fair Soul Recap
3 minutes
Objectives:
Lead participants through a short discussion concerning The Soul of Cedar Fair – Core Values.
“We previously discussed the realignment of the core values here at Cedar Fair. The core values are integrity, courtesy, inclusiveness. In this section we will explore inclusiveness and why inclusiveness is critical for building connections and lifelong memories. When the team works together to build an inclusive environment, people are happy, feel welcome, become engaged, and have amazing experiences. This is the Soul of CF. Let’s look at ways we are not inclusive, through microaggressions, and strive to do better.”
Inclusion Activity
minutes
Objectives:
Participants will learn to identify microaggressions and will be able to reflect on how they can modify questions or comments in ways that are less likely to reflect stereotypic assumptions and beliefs. Using two versions of the worksheet provides more examples for participants to consider, but the activity works equally well with either version.
Materials:
Worksheet (at end of FG)
Group discussion questions
Instructions:
Pass out the worksheet and ask participants to match column A with the definitions in column B. Participants can draw a line between columns to demonstrate interpretations. Ask participants to think critically about how another person can interpret the statements. Participants then answer the discussion questions and discuss them in small groups or as a whole class.
Small Group or Whole Class Discussion Questions:
• When people discuss microaggressions, a common response is that they are “innocent acts” and that the person who experiences them should “let go of the incident” and “not make a big deal out of it.” Do you agree or disagree with this point of view? Explain your reasoning.
• If a person from a marginalized group pointed out to you that one of your comments was a microaggression, how would you respond at the time? Would it change the likelihood of your making a similar comment in the future? Why or why not?
Inclusion definition
process in which individuals, organizations, teams develop an understanding and awareness for cultural differences. These differences affect individuals, organizations, and teams. Inclusion is actions that support diversity. Inclusion activities are more difficult when diversity is not understood. Diversity and inclusion lead to a sense of belonging.
Inclusion at the Workplace Definition:
Provides a work environment where all participate regardless of abilities, differences. Allows for choices and differentiated ways to complete assignments.
Ask:
• How do you define inclusion?
• Why is inclusion important in the workplace?
• What can you do, as an individual, to increase inclusion?
• Are their individuals on your teams that complete task differently?
Inclusion Strategies
3 minutes
Inclusion Strategies
Inclusion Strategies Discussion:
Using the diagram below as a guide:
Ask:
• Why is inclusion important?
• How do Diversity, Equity, and Inclusion impact each other?
• What is at the center point? Or at the intersection of DE&I?
Explain and discuss how a sense of belonging among teams increases inclusion. Demonstrate that belonging is a direct link to inclusion.
Microagression
Define microaggressions:
A statement, action, or incident regarded as an instance of indirect, subtle, or unintentional discrimination against members of a marginalized group such as a racial or ethnic minority. A brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, sexual orientation, and religious slights and insults to the target person or group.
Define microaggressions in the workplace:
Microaggression can take on many forms, and often with the best of intentions. Some examples include Telling a woman she should smile. Referring to something you do not like as “gay”. Someone clutching his or her purse when a person of color walks by.
Discussion:
Thinking back to the activity about microaggressions, determine if you have participated (accidentally) in microaggressions. At work? In your personal life?
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Fun Slide
part of our Mosaic at Cedar Fair. Every associate and guest bring a beautiful collection of who they are to make our Cedar Fair culture better.
• Diversity, Equity and Inclusion work together. For us to have balanced approach for all associates and guest we need to focus all areas, in addition to be the catalysis for the changes we want to see at are locations.
Our understanding of how a diverse society functions is sure to evolve, as will your own understanding of how to make coworkers and guests feel included. When you rely on the skills covered in this course, understanding biases, humility, and a tendency for appreciation of all others, you’ll be able to navigate the unknown territories of identity without inflicting harm or causing embarrassment. The effort you put toward this endeavor is a sign of respect, and that’s what opens the door for inclusion, both in our parks, and beyond.
Say: Let’s recap what we have discussed so far and make sure we are on target for our learning today?
1. Identify what diversity is and how it is woven into our workplace.
2. Evaluate different types of diversity and how to navigate biases to create a more welcoming environment.
Say: Now that we have the foundation of Diversity learning started, let us segment into other important areas of our training too. Here is what we will start learning next.
1. Describe how equity is blended into our culture.
2. Interact respectfully and appropriately in a variety of cultural context activities.
3. Summarize with at least three key values from our DE&I culture at Cedar Fair.
Next Steps
SAY: Our next step to finalizing this learning is to complete an exit survey. Using your mobile device, you can scan the QR code and offer your responses. Once you have completed the survey you will receive credit for the class. We appreciate your time today.
• Discuss any questions they may have for any of the concepts and ask peers for their take or approach on the topics.
Remind learners: We are all responsible for DE&I here at Cedar Fair.
Thank you
Say: Thanks for participating in this course. Your willingness to listen, and to dedicate time for the consideration of these topics already demonstrates a certain level of commitment to a culture of inclusion. We hope that you’ll continue this pursuit as you return to your work in our parks, and that you are able to make positive contributions to the success of our diverse organization.
- Everyone here is the Soul of Cedar Fair.
- To create better FUN for a Better world!
