Art Institute Volunteer Program Values

VALUES

Our museum reflects and deepens our collective humanity; the arts are integral to an inspired and just society.

We respect and acknowledge each of our colleagues’ contributions and expertise across all roles within our organization.

We share in the responsibility to create an antiracist culture built on equity, inclusion, and justice for all, acknowledging that these efforts are intersectional and ongoing.

We encourage and advance a culture of hospitality, empathy, and gratitude for each visitor, supporter, and member of our staff.

We embrace innovation and foster change with a progressive understanding of—and obligation to reconsider—our past.

We sustain an open and dynamic civic platform, inviting and advancing the diverse perspectives of our city, staff, visitors, and supporters.

Community Agreements

• Prioritize impact before/over intent

• Make space, take space

• Use “I” statements

• Don’t freeze me/yourself in time

• Put relationships first

• Keep focused on our common goal

• Notice and name power dynamics in the room

• Create space for multiple truths and norms

• Practice examining racially biased systems and processes

• Look for learning

Unmistakable Welcome

Our goal as volunteers and staff, is to make everyone feel as comfortable as we do in the museum and all Ryan Learning Spaces.  A way to help us make sure that this happens is to closely examine our "implicit bias" to see how that may be effecting how we interact with different people and groups. Implicit bias is the attitude or internalized stereotypes that unconsciously affect our perceptions, actions, and decisions. These unconscious biases often affect behavior that leads to unequal treatment of people based on race, ethnicity, gender identity, sexual orientation, age, disability, health status, and other characteristics.  

The video below is a great explanation and examination of this. 

Microaggressions

As you continue to hone your skills as an AIC volunteer,  it is important to understand how your interactions with museum visitors, staff and  stakeholders impacts how they experience AIC. 

All of us have biases that drive us, we will never stop having them, but we can learn how to manage them.

One way our biases show up is in microaggressions- A microaggression is a subtle, often unintentional, form of prejudice (verbal or non-verbal).

Rather than an overt declaration of racism or sexism, a microaggression often takes the  shape of an offhand comment or question, an inadvertently painful joke, or a pointed insult.  They can result in people feeling less than, invisible, minimized, undervalued, not valued  and/or disrespected.

Groups that have been marginalized in dominant cultures (Black, Indigenous and People of  Color, members of the LGBTQ+ community, people living with disabilities, women, etc.). are  most often the people who experience microaggressions.

After viewing the video grab some paper and a pen and reflect on these questions:

1. Have you seen someone perpetuate a microaggression? If so, what did they

do? And what did you do? 

2. Have you committed a microaggression? If so, what happened? How did you handle

the conversation with the person who experienced your microaggression?

3. Why is it important for us to understand microaggressions and their impact?

4. How does this understanding of microaggressions improve your work as an AIC

volunteer?

MOVING FORWARD:

What can you do if you commit a microaggression?

— Take a moment to sit with this and digest what you’ve been told. You may be  embarrassed about being called out, which causes immediate stress. Try to take deep  breaths and relax to calm yourself down so you can respond, rather than react.

— Listen to what people are saying and try to understand.

— Pay attention to the difference between intent and impact.

• What is more important than saying, "I never meant to..." is to acknowledge  that words have an impact that is separate from your intent. The purpose of   your apology is to take responsibility for your impact. Your words should reflect that.

• Manage your defenses. The harm caused is not about you. It is about the  impact of your words and/or actions.

— Offer a genuine apology that acknowledges the impact and harm your comment  caused.

• Don’t overdo your apology by laying on your privileged guilt. If the other  person senses defensiveness, then your apology will appear less genuine. This  takes some practice and is worthwhile to be aware of when it comes up.

Sample Apology

“Hey there, I was wondering if I could talk to you for a second. The other day I said something  that I think was offensive. I have thought about it and want to apologize to you. I know my words have an impact and I am sorry for the impact they made on you. I value our  friendship/relationship/camaraderie and want you to know I am aware of what I said, I take responsibility for it and am working on it."

— Keep striving to be better. It requires courage grace (for yourself and others), humility  and commitment.