Join the journey today and contribute to a better, more empathetic future for all
Many people ask me What is the Six Stages Framework?
Is it just about racism? The answer is no, it’s an inclusive framework and can be used to explore how we navigate differences and any areas of disadvantage. It can also be used to help us better deal with maladaptive behaviours, such as bullying, harassment and violence.
The Six Stages Framework consists of six interconnected stages on the positive axis, representing a progressive journey toward racial equity and social justice. There is also a negative axis of the SSF representing what happens when we fail to deal with biases and to do this work. The negative axis starts at -1 and spirals down to -6.
Check out the article below for how the SSF can benefit you, your organisation and communities.
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How the Six Stages Framework Can Benefit You and Your organisation
The Six Stages Framework is a dynamic and transformative model designed to guide individuals, organizations, schools, and communities through a journey of personal and collective growth. It is a developmental tool that emphasizes empathy, inclusion, and adaptability, enabling users to navigate complex social and cultural landscapes with greater understanding and confidence.
What is the Six Stages Framework?
The Six Stages Framework consists of six interconnected stages:
- Awareness: Recognizing the need for change and acknowledging biases, blind spots, and areas for growth. This stage lays the foundation for self-reflection and understanding.
- Exploration: Diving deeper into understanding diverse perspectives, lived experiences, and systemic barriers. Exploration broadens horizons and builds curiosity about others’ realities.
- Understanding: Developing a deeper emotional and intellectual comprehension of inclusion and empathy. This stage transforms abstract concepts into meaningful insights.
- Integration: Applying knowledge and understanding in practical ways. At this stage, individuals and groups begin to implement strategies that align with inclusive principles.
- Collaboration: Working effectively with others to foster a culture of mutual respect, trust, and shared purpose. Collaboration emphasizes the importance of teamwork and co-creation.
- Transformation: Achieving sustained and systemic change. Transformation signifies the culmination of efforts to create environments that are equitable, empathetic, and thriving.
The framework is not a rigid, linear process. Instead, it functions as a dynamic and fluid model where individuals and groups may revisit different stages depending on context, goals, and challenges.
Benefits of the Six Stages Framework
For Individuals:
- Encourages self-awareness and personal growth.
- Builds empathy and emotional intelligence.
- Provides tools to navigate diverse environments with confidence and sensitivity.
- Enhances communication and conflict resolution skills.
For Organizations:
- Creates inclusive workplace cultures that attract and retain diverse talent.
- Promotes innovation and collaboration by fostering trust and mutual respect.
- Strengthens leadership by equipping leaders with skills to manage diverse teams.
- Helps organizations align with ethical, social, and legal responsibilities.
For Schools:
- Empowers educators to create safe and inclusive learning environments.
- Equips students with the tools to develop empathy and resilience.
- Enhances relationships among teachers, students, and parents.
- Fosters a culture of respect and belonging within the school community.
For Humanity:
- Promotes global understanding and cooperation by breaking down barriers.
- Encourages systemic change to address inequalities and injustices.
- Fosters a collective sense of responsibility for creating a more inclusive and empathetic world.
Why Choose the Six Stages Framework?
The Six Stages Framework is not just a tool; it is a cause and a movement. Rooted in research and practical application, the framework offers a clear, actionable path to achieving meaningful change. It resonates with psychologists, educators, leaders, and professionals across various fields who seek to create impact within their spheres of influence.
By adopting the Six Stages Framework, individuals and organizations are equipped to:
- Build bridges of empathy.
- Navigate change with purpose and clarity.
- Achieve sustainable growth while centering humanity and dignity.
Whether you are an individual looking for personal development, an organization striving for cultural transformation, or a school seeking to nurture inclusive practices, the Six Stages Framework provides the structure, tools, and inspiration needed to make a lasting difference. Join the journey today and contribute to a better, more empathetic future for all.
The Positive Axis
Stage +1: Unaware, Silence, and Denial
Lack of awareness, ignorance, obliviousness, silence, and denial. Individuals at this stage are often unaware of racial and social injustices or choose to deny their existence.
Stage +2: Dismissive and Avoidant
Dismissive of issues of race, pretending that racial and social injustices do not exist. Avoidance is a key characteristic of this stage.
Stage +3: Becoming Aware of Issues of Race
Beginning to recognize differences and racism. Individuals at this stage question inequity and racism but may not yet understand why these issues exist or what actions they can take to address them.
Stage +4: Open to Learning
Open to learning and engaging in meaningful conversations. This stage involves challenging one’s perceptions and being receptive to new information and perspectives.
Stage +5: Ability to See the Bigger Picture
Reflecting and genuinely engaging with the realities of race and social justice. At this stage, individuals experience a paradigm shift and start to see the bigger picture around systemic inequities.
Stage +6: Leadership Qualities
Taking on a leadership role in promoting racial equity and social justice. This stage is marked by joining with others for the greater good and contributing to humanity’s collective progress.
The framework is not a rigid, linear process. Instead, it functions as a dynamic and fluid model where individuals and groups may revisit different stages depending on context, goals, and challenges.
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