And for individuals, we ask that people with greater privilege purchase tickets at the higher end, which will allow individuals with historically less access to wealth, disproportionately BIPOC folks, to pay the lower fees. You want to bolster your anti-racism efforts with content that gives you a foundational and holistic understanding of how racism shows up in philanthropy, and how to make progress towards racial equity in your institution. If you require any accommodations to fully participate in this program, please contact [email protected]. At the "work" stage, a race equity lens is applied to all aspects of the organization, with a focus on internal and external systems change. In order for organizations to effectively drive race equity on the outside, they need to get right on the inside. Our team will conduct some new research this year, focusing on the development of narrative and multimedia cases that tell stories of leaders and organizations building a Race Equity Culture. Based on findings from Equity in the Center's research, Awake to Woke to Work: Building a Race Equity Culture, this webinar discusses how to operationalize equity, and build a Race Equity Culture within co-ops. The guiding purpose of Philanthropy California's Foundations of Racial Equity (FRE) Series is to provide training for philanthropic practitioners to understand how anti-Black racism and white supremacy influence the field of philanthropy and to provide opportunities for action in your organizations based on what you learn here. How to Construct a Race Equity Culture. Equity-focused: Boards play a critical role in helping organizations understand the context in which they work and how best to prioritize resources and strategies based on that reality. Staff, stakeholders, and leaders are confident and skilled at talking about race and racism and its implications for the organization and for society.
AWAKE to WOKE to WORK: Building a Race Equity Culture. Join with peers from other SECF member foundations on a two-part series, presented in partnership with Equity in the Center and based on Awake to Woke to Work: Building a Race Equity Culture, for a critical conversation on the cases, tactics and tools that will drive action to combat structural racism in the philanthropic and nonprofit sectors. This involves internal and external systems change and regularly administering a race equity assessment to evaluate processes, programs, and operations. Contact Margie Obeng. What does a true Race Equity Culture look like, and what benefits will accrue to your staff, systems, stakeholders, and community served? Racial Equity Tools has created a glossary of terms to create a shared understanding of words to enhance the way we talk about race. Why Money Shouldn't Trump Mission When Choosing Board Members | Chronicle of Philanthropy | Isa Catto | 2018. You can consent to the use of such technologies by closing this notice.
We recognized that for organizations of color, women's organizations, immigrant organizations, and others, demographic diversity may be inappropriate, or framed differently. Our approach was to build on, not duplicate, the case that colleagues have made for decades, synthesizing existing research to contextualize the need for a Race Equity Culture, and then focus most of the publication on resources, tools, and tactics to build it within organizations. This includes a formal race equity evaluation of processes, programs, and operations. Boards that cultivate an inclusive culture ensure that all board members are encouraged to bring their perspectives, identity, and life experience to their board service. Continuous improvement in race equity work is prioritized by requesting feedback from staff and the community.
The primary goal is inclusion and internal change in behaviors, policies, and practices. February 9, 2022 @ 1:00 pm - 3:00 pm. We will, however, make every effort to add resources from the Open Forum to this publicly accessible page as they become available. How to Make Socioeconomic Diversity a Priority in Your Board Search | Drew Lindsay, The Chronicle of Philanthropy. Inclusive: The most effective boards work to build a culture of trust, candor, and respect — none of which is possible without a culture of inclusion. Ground yourself in the process of building a Race Equity Culture™. Are responsive to encouragement by staff to increase diversity in the organization. References are included in the document. Have a critical mass of people of color in leadership positions.
Building Movement Project's just-released leadership report (June 2017), "Race to Lead: Confronting the Racial Leadership Gap, " highlights what many of us know: The nonprofit sector is experiencing a racial leadership gap. David and Lucile Packard Foundation. Building Movement Project, Race to Lead. Their comprehensive data, in addition to a significant body of race equity work to which many members of our Advisory Committee contributed in the last 20+ years, meant we did not have to make the case for structural racism as a driver of the racial leadership gap or systemic institutional inequities that characterize the social sector.
A management consultant with 20 years of experience, Kerrien led engagements to refine programs and scale impact for national nonprofits--including The First Tee and AARP ExperienceCorps--while at Community Wealth Partners. Race equity work must happen at many levels, both within organizations and in society broadly. Presenter: Kerrien Suarez. Kerrien Suarez, Director, Equity in the Center (EiC).
Foster a positive environment where people feel they can raise race-related concerns about policies and programs without experiencing negative consequences or risking being labeled as a troublemaker. Program Specialist, GEO. Your foundation does not squarely see racial equity as your target work but understands its importance. Program data should also be disaggregated and analyzed by race. Learn more and register here. The report identifies three proactive organizational stages that build race equity culture — one that is focused on "proactive counteraction of race inequities.
When salary disparities by race (or other identities) are highlighted through a compensation audit, staff being underpaid in comparison to peers receive immediate retroactive salary corrections. Yet the structural racism that endures in U. S. society, deeply rooted in our nation's history and perpetuated through racist policies, practices, attitudes, and cultural messages, prevents us from attaining it. These changes include increased representation, a stronger culture of inclusion, and the application of a race equity lens to how organizations and programs operate. You want to act on racial equity and don't know where to start. In this publication, Equity in the Center illustrates how organizations can move toward a Race Equity Culture, one in which one's race has no influence on how one fares in society. This fall, Equity in the Center will also rebrand and adopt a new name, so stay tuned.
Equity in the Center's research also illustrates how those levers can work by outlining practices from peer organizations and suggesting actions participants can take to get started. Organizational Culture Lever. Two of the levers, Organizational Culture and Senior Leaders, are crucial for building a Race Equity Culture at Work. Building Movement Project's Race to Lead series of reports, launched last year, debunks the myth of the talent pipeline in the social sector. Please note that the Open Forum is only available to members of IPMA-HR. The seven levers identify where and how individuals can focus these efforts. Customise your preferences for any tracking technology.
The goal of the report is to help each organization in the charitable sector chart its own path toward a race equity culture, while being mindful that every individual also comes at this work from various starting points. Throughout the social sector, there remains a glaring omission of a fundamental element of social impact: race equity. In our current political and social climate, it is more important than ever that nonprofit organizations step up to serve those in need and innovate for the health and sustainability of their missions. APA Citation: Equity in the Center. We acknowledge and recognize that Philanthropy California members exist on a spectrum.
Participants will learn about the Race Equity Cycle framework, as well as the management levers organizations use to measurably shift organizational culture toward race equity. BoardSource Webinar: The Declining Diversity of Nonprofit Boards and What to Do About It | The Nonprofit Quarterly | 2017. Blogs and Conversation Starters. Lead, want to lead, or have been asked to lead race equity efforts within your organization. KS: We felt that the biggest need, and the most meaningful contribution we could make to the field, was a resource to help social sector leaders and organizations shift momentum from theory and good intentions to explicit action that drives race equity. It moves beyond special initiatives, task force groups, and check-the-box approaches into full integration of race equity in every aspect of its operations and programs. At the WOKE stage, organizations are focused on culture and on creating an environment where everyone is comfortable sharing their experiences, and everyone is equipped to talk about race equity and inequities.
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