Each day we revealed a new We’re All In (WAI) Challenge to share with our community to inspire thought provoking questions and reflection throughout the week.

Identity Mapping Challenge
Explore how overlapping identities influence experiences of inequality

Create an intersectionality map for yourself, illustrating how multiple identities (e.g., race, gender, religion, socioeconomic status, etc.) intersect and affect your experiences. Consider which aspects of your identities have afforded you privilege, and which have presented the greatest hardship.  

Write a reflection about how you can be a catalyst for change and enable society to be more inclusive and accepting of all people. If you are new to identity mapping and intersectionality, watch this 2 min video.

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Equity Impact Challenge
Assess the equity impact of a personal or team decision.

Select a recent personal or team decision and conduct an equity impact assessment. Analyze how the decision affects different demographic groups within or outside of Mount Sinai. Identify any unintended negative impacts and propose actions to better address equity concerns. Share your findings with key stakeholders to foster a culture of continuous improvement.  

For conducting an Equity Impact Assessment on personal or team decisions, consider these three key questions:

1. How will this decision impact individuals from different backgrounds and identities within or outside of Mount Sinai? 
2. Are there any potential biases or inequities in the way this decision is being made or implemented? 
3. What steps can I/we take to ensure that the decision promotes fairness and inclusivity, and how can I/we address any negative impacts identified?

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Power Dynamics Challenge
Understand the dynamics of power in different contexts

Analyze a current event involving power imbalances (e.g., workplace dynamics, interactions with students or peers, meetings, etc.). Be sure to elaborate on everything that happened, the impact on individuals and the community at large, what change was brought about, the challenges, etc. Use the guiding questions below to deepen your analysis.   

Consider the 4 types of power:

1. Power over: control or domination of one person, group or institution over another. Based on force, coercion, and motivation, largely through fear. 
2. Power with: collective action, the ability to act together. Based on respect, mutual support, shared power, solidarity, influence, empowerment and collaborative decision-making.  
3. Power to: individual ability to act. Based on the unique potential of every person to shape his or her life and world: the ‘power to’ make a difference.
4. Power within: based on a person’s sense of self-worth and self-knowledge; it includes an ability to recognize individual differences while respecting others. 

Guiding questions:

• In what ways did these types of power show up in the event? What behaviors did you or others observe? What behaviors weren’t observed? 
• What strategies can you or others employ to address power imbalances? For instance, how might the situation have been avoided, or how could the impacted party have received assistance if different types of power had been employed to improve the circumstances?
• How are you using your ‘Power to’ in shaping your own responses to the work or learning environment and to make a difference to others? 
• How are you using your ‘Power with’ to collaborate with colleagues or peers?
• How can you build on your ‘Power within’ so that you can have more ‘agency’ in your work or learning?

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Overcoming “Us vs. Them” Challenge
Promote a sense of unity and collective purpose despite differing group identities or roles.

Whether working individually or as a group:  

1. Identify any emerging “us vs. them” mentalities 
2. Analyze how these divisions impact collaboration and morale
3. Compile a list of shared goals or values that unite your group, team, class, department, council, etc. 
4. Reflect on the common mission, vision, or objectives that everyone is striving towards 
5. Discuss how these can serve as a foundation for stronger collaboration

To put these concepts into practice, consider a hypothetical scenario that could exacerbate “us vs. them” dynamics. Collaborate to devise solutions that foster unity and enhance cooperation. Focus on strategies that improve communication, cooperation, and mutual support. Evaluate the feasibility and potential impact of each proposed solution and outline specific actions to address the divisions and promote a cohesive approach.  

Want to take a deeper dive?
The ‘us vs. them’ mentality and the concept of othering are intricately connected. Both involve creating divisions between groups by reinforcing in-group favoritism and out-group discrimination. The ‘us vs. them’ mentality highlights the tendency to see others as fundamentally different and antagonistic, and further dehumanizes and marginalizes those perceived as outsiders. Together, these phenomena perpetuate social and organizational divides, hinder collaboration, and contribute to conflict by establishing and maintaining barriers between groups. Consider how you might use these design principles to build belonging in your work and learning environments.

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Empathy Building Challenge

Enhance empathy and understanding of different lived experiences.

Participate in a storytelling exercise where you listen to or read narratives from individuals with different backgrounds and experiences. Reflect on how these stories challenge or change your perceptions and how they might influence your interactions and decisions.  

Step 1: Set the stage
Begin by agreeing on grounding assumptions for the group, such as confidentiality, respect, and active listening. Ensure everyone understands and commits to these guidelines. Encourage an atmosphere where everyone feels comfortable sharing their stories. Clearly explain that the goal of the storytelling circle is to explore diverse experiences and build empathy. Emphasize the value of each person’s story.  

Step 2: Share personal stories 
Offer prompts or questions to help guide the storytelling. For example:

• “Share a time when you felt misunderstood because of your identity.”
• “Describe an experience where you learned something important about someone from a different background.”

Invite participants to share their stories openly and honestly, emphasizing that there are no right or wrong answers. Allow each participant a set amount of time to share their story, ensuring everyone has an opportunity to speak. Encourage participants to focus on the speaker without interrupting. They should listen to understand rather than to respond.  

Step 3: Discussion and reflection
After all stories have been shared, guide the group in reflecting on the stories. Ask questions like:

• “What common themes or experiences did you notice?”
• “How did hearing these stories change your perspective?”
• “Are there any actions that need to be taken to promote inclusion and belonging?”

Facilitate a discussion where participants can share their thoughts and feelings about the stories. Focus on connections between experiences and insights gained. Discuss how the stories can help build empathy and understanding among group members.

Step 4: Close with gratitude and next steps
Thank everyone for their participation and for sharing their stories. Acknowledge the courage it takes to be vulnerable and the value of each contribution. Share any follow-up actions that will build on the insights gained from the circle. Encourage ongoing dialogue and commitment to fostering diversity and empathy.