Global Lead - DEI Consulting @ Cisco ▪︎ DEI Thought Leader ▪︎ Designing for Equity & Inclusion
I think this is important in the higher education context, but these forms of gaslighting can be readily applied to corporate settings. "Based on our shared experience working within multiple higher education institutions and roles, we use the concept of institutional gaslighting to help identify and name four specific ways that universities gaslight and resist institutional transformation efforts. We call these strategies the slowdown, the pushback, the shutdown and the blowback." After you read the article, let me know which one you have seen in corporate spaces? #DEI #gaslight
Award-Winning DEIB Leader | Organizational Transformation Expert | Community Impact Champion | Analytics Aficionado | Equity Whisperer | Catalyst for Innovation, Inclusive Excellence, & Positive Public Perception
The slowdown, the pushback, the shutdown and the blowback are all common gaslighting tactics, Megan MacKenzie, Özlem Sensoy, Genevieve Fuji Johnson, Nathalie Sinclair and Laurel Weldon write. https://lnkd.in/gyh_xVPh
Deliberate Obstruction has been a consistent presence since the work in orgs began. Naming & recogizing the gaselighting obstructions has been important to creating strategies that will account for the tactics. Even though the term gaslighting became a colloquialism in the ‘60s, not using it & recognizing it in organizational settings early on has fueled decades of effort by practitioners to engage with the gaslighting. Power differentials in some orgs meant many practitioners didn’t have tools or information to question or push back when the four tactics in the article were presented. But patterns reveal their own truths about gaslighting’s use as a tactic
Equity and Inclusion + Data Analytics + Accountability = Joyful Workplace Culture | AI: Ethics, Algorithmic Bias Mitigation, and Risk Management Specialist
1yOMG, I would love to start a bulleted list of how we've been gaslit, working for certain non-profits and companies' DEI initiatives. Or, how the Black and other people of color employees, tasked to lead DEI, are gaslight and blocked by mostly white leadership or boards, after initially being given a [faux] greenlight to move forward.