5 minutes
How this sits with I, II, and III Related, not identical. Keep the hire practice you already have. Go deeper here.
What you’ll be able to do Identify the practical implication of “How this sits with I, II, and III” and apply it to one live DHS decision connected to The Employee Life Cycle as a System. Compare the responses to this question and explain your choice: What should happen before the work is locked? Document a next step for How this sits with I, II, and III: Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed. Same north star — different object I Intercultural II Racial equity III Access / service Already live
Map of orientations. Minimization as a work habit. This curriculum uses that map on people gates. It is not a second IDI.
The record and measurable change. People-system disparities (who is hired, who leaves) are racial equity when the numbers say so. Not a loyalty test. Not a substitute for the record.
How Minnesotans meet DHS. Disability and access in employment still matter here — as ADA door and as job design — without collapsing service practice into HR.
From noticing to shifting (a hire). Equity-centered leadership (the chair). Culture without theater (tokenism). Champion workflow. Keep them. IV does not replace them.
Help a Minimization-default culture practice Adaptation: notice difference without ranking it, then change the work.
People, Access and Culture · north star — now including the people system Put this lesson to work What you can change You control whether how this sits with i, ii, and iii changes a live DHS process connected to The Employee Life Cycle as a System or remains information on a page.
What to watch for The team completes the learning, keeps the same default, assigns no owner, and never checks who carries the burden.
Your next step Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed.
Try a situation A team must finalize work connected to how this sits with i, ii, and iii this week. The usual process is ready, but the people affected, access needs, burden, and follow-through have not been checked.
What should happen before the work is locked? Use the usual process now and ask for feedback after implementation.
Ask one colleague with relevant lived experience to approve the plan.
Name the live object, affected people, access and formal requirements, alternatives, owner, and review date.
Consider your choice Try another response Carry this forward Related, not identical. Keep the hire practice you already have. Go deeper here.
You control whether how this sits with i, ii, and iii changes a live DHS process connected to The Employee Life Cycle as a System or remains information on a page.
Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed.
Completion is shown by a scenario decision and a saved one-minute commitment.
Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed.
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