"In a work of such magnitude, and located as it is between two great cities, good architectural proportions should be observed, " wrote the engineer. It was quite correct that wind could play havoc with suspension bridges of "ordinary design. " But because of the great elevation of the river span and the relatively low-lying shores, the rest of the bridge, sloping down to ground level, would have to extend quite far inland on both sides to provide an easy grade.
There is no way of knowing what thoughts passed through the minds of such men as they first looked over Roebling's drawings and listened to him talk. In fact, it was Juan who became one of the staunchest fighters for Texas freedom, forming his own band of Tejanos to stand alongside his Anglo counterparts. This might express itself in a variety of ways: as a feeling of impotence before "Fortune's rapid wheel, which is always interchanging adversity and prosperity" or, in its more sophisticated form, as a philosophy of retreat before the world, an insistence that the only true wisdom is to ignore the sufferings of others, to immure oneself within a pleasant garden, and to cultivate ataraxia, the absence of worry. Worst case scenario in terms of our own national security is that the Soviet. He was a bravura historian and public intellectual whose biographies of Harry Truman and John Adams won Pulitzer Prizes, and whose best-selling stories of American accomplishment were complemented by his work as a public television host and narrator for popular movies and documentaries, including Ken Burns' The Civil War. A sickbed call from historians. On January 17, 1836, Sam Houston, the commander of the revolutionary troops, sent Colonel Jim Bowie and 25 men to San Antonio with orders to destroy the Alamo fortifications and retire eastward with the artillery. However, the worst abuses he committed occurred. Although it was midwinter, Santa Anna pushed his army mercilessly toward Texas.
Articles Featuring Battle Of The Alamo From History Net Magazines. Of Foreign Policy, Truman dropped the idea. In particular, he repeatedly proposed. He picks the economy over unions. He only barely acknowledges. There is simply something dangerous about. Engineers expressed "grave apprehension. " Also, the passion with which. In 1878, writer Josephus Conn Guild offered a similar version in which Crockett and five others survived the siege. Like enemies than friends and acted nearly as accomplices of the Soviet. It is probably based on fact. Has Boris had a sickbed conversion. To the triumphant music of a military band, he took possession of the town, set up headquarters on the main plaza, and began the siege.
Instead, it has taken until the past decade for nations like Britain, Sweden, and. Author's impartiality and the openmindedness of his approach. This unique feature, he said, would become one of New York's most popular attractions.
Steps outlined in the 'How to Get Started' section will help readers whose biggest question is "Where do I begin? It bears repeating that there is no singular or "right" way to engage in race equity work. Prioritize an environment where different lived experiences and backgrounds are valued and seen as assets to teams and to the organization. At the "woke" stage, organizations work to create an environment that is not only representative, but truly inclusive. An overview of Management and Operational Levers to Build a Race Equity Culture. Equity in the Center. The result is that nonprofit organizations led by people of color receive less money than those led by whites, and philanthropy ends up reinforcing the very social ills it says it is trying to overcome. Instead, they need to purposely seek individuals who might never hit the radar of a traditional search. Building a Race Equity Culture is the foundational work when organizations seek to advance race equity; it creates the conditions that help us to adopt antiracist mindsets and actions as individuals, and to center race equity in our lives and in our work. North America / United States. She also coached grantees of the Annie E. Casey, Wells Fargo, and Robert Wood Johnson foundations on issues ranging from organizational capacity and sustainability to place-based collective impact.
Wherever you are on your journey, we invite you to consider whether this entire series or individual sessions within it, will support you in making progress on your anti-racism journey. Expect participation in race equity work across all levels of the organization. The second module is a deeper dive on operationalizing equity and will include breakout discussions designed to support the definition of specific priorities and action steps to build a Race Equity Culture. If foundations and nonprofits are to fulfill their social missions, they need to build organizational cultures that are focused on proactive actions designed to dismantle structural racism and inequities both inside and outside their organizations, a report from Equity in the Center, a project of ProInspire, argues. 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. 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. End: Wednesday, July 10, 3:00 PM Eastern. Let's Stop (Just) Talking About Nonprofit Board Diversity | HuffPost | Anne Wallestad | 2017. For individuals, the cost for both modules is $150. Philanthropy California and TRHT-LA invite you to join them for a webinar to learn about Equity in the Center's "Awake to Woke to Work: Building a Race Equity Culture" publication and framework. The Nonprofit Racial Leadership Gap: Flipping the Lens | Cyndi Suarez, senior editor, Nonprofit Quarterly.
Incorporates goals into staff performance metrics. Many organizations maintain a running dictionary of terms from which to draw when needed. Communities are treated not merely as recipients of the organization's services, but rather as stakeholders, leaders, and assets to the work. Name race equity work as a strategic imperative for your organization. Key findings from Awake to Woke to Work: Building a Race Equity Cycle Publication. The more you connect the reasons for doing this work to your mission, vision, organizational values, and strategies, the more critically important it will feel to everyone in the organization, at every level. At this point, you may not know where your organization will enter this work, or the precise path your organization will take on its journey toward a Race Equity Culture. And how they work, refer to the cookie policy. Moving to Action on Board Diversity | Center for Nonprofit Excellence | 2018. A new publication from the Equity in the Center project at ProInspire should be required reading for every leader, especially those of us in the nonprofit sector and in the field of college access and success. Awake to Woke to Work, a report from Equity in the Center, outlines ways that organizations can help dismantle structural racism and inequities both inside and outside their organizations. Here are some resources to help take the next steps to work towards becoming more inclusive and equitable.
KS: In one word, everyone. The Greater Des Moines Partnership will host two-session workshops to help business leaders promote equity in their organizations. The publication outlines personal beliefs and behaviors, policies and processes, and data characteristics that our research found generate forward momentum for each lever. The webinar, presented by the Community Foundation for the Land of Lincoln, Forefront and Junior League of Springfield, will be held on Tuesday, May 12 from 6:30-8 p. m. Kerrien Suarez, executive director of Equity in the Center, will explore key findings on how to operationalize equity and build an equity-aware culture within organizations, showing key research findings as well as best practices. AWAKE to WOKE to WORK: Building a Race Equity Culture.
As the decision-making body at the highest level of organizational leadership, boards play a critical role in creating an organization that prioritizes, supports, and invests in diversity, inclusion, and equity. Customise your preferences for any tracking technology. An awareness of how systemic inequities have affected our society and those an organization serves enables boards to avoid blind spots that can lead to flawed strategies, and creates powerful opportunities to deepen the organization's impact, relevance, and advancement of the public good. Leadership for Educational Equity: After a four-month pilot, executive coaching program for VPs expanded to a year-long investment. Only then will we truly live up to our missions to serve the common good. Leadership for Educational Equity: Created identity-based employee resource groups that invited cross-functional staff to discuss their experiences and identify actions the organization can take to support them. Awake to Woke to Work™. These changes include increased representation, a stronger culture of inclusion, and the application of a race equity lens to how organizations and programs operate. We coined this process the Race Equity Cycle. A member of the Points of Light team since November 2012, Katy serves as Vice President, Business Innovation. The authors discuss organizational cycles and the stages that groups experience as they make progress toward their goal. Your foundation does not squarely see racial equity as your target work but understands its importance. Examples from organizations doing race equity work provide a "north star" that leaders and organizations have said are necessary for them to understand what's possible.
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. We have bold goals for this work. Equity in the Center, Awake to Woke to Work: Building a Race Equity Culture. 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. Learn more and register here. Equity in the Center (EiC) is hosting open enrollment working sessions on its "Awake to Woke to Work: Building a Race Equity Culture" research. Hold race equity as a north star for your organization. The work of creating a Race Equity Culture requires an adaptive and transformational approach that impacts behaviors and mindsets as well as practices, programs, and processes. We also provide brief examples of how organizations have put these levers into practice to achieve success in building a Race Equity Culture. Cost to Participate.
Program data should also be disaggregated and analyzed by race. Kevin Walker reflects on his diversity, inclusion, and equity journey by sharing a personal experience that he has begun thinking about with a new lens. How to Construct a Race Equity Culture. California's Nonprofits Still Not Quite Diverse, Despite Leading The Nation | Fast Company | 2018. William and Flora Hewlett Foundation. An inclusive board culture welcomes and celebrates differences and ensures that all board members are equally engaged and invested, sharing power and responsibility for the organization's mission and the board's work. Donor Stories: Grantmaking that is "With" and not "For" | Center for Effective Philanthropy | 2018. Learn about case examples of how organizations move through the Race Equity Cycle. Metropolitan Universities Journal: Volume 34 Number 1. BoardSource: Nonprofit Board Diversity Hasn't Improved in Decades | Association Now | Ernie Smith | 2017. Read More on NCAN blog: More in "New Resources". The Role of Levers in Building a Race Equity Culture.
Our priority is to continue developing tools, resources, and case examples that illustrate the complexity of this work at each stage of the Race Equity Cycle. Lead, want to lead, or have been asked to lead race equity efforts within your organization. Identification of clear action steps, including behaviors, beliefs, policies and data analysis, that organizations, board members, senior leaders and managers should prioritize to build a Race Equity Culture (Module 2).
We convened nonprofit and philanthropic leaders last year for bold]conversations on the tactics, policies, and processes that effectively drive action on inclusion and equity. 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. The closing plenary discussion, "How Philanthropies and Non-Profits Can Advance Equity and Anti-Racism, " moderated by Dr. Campt with panelists Tanuja Dehne, President & CEO, Geraldine R. Dodge Foundation; Erik Estrada, Community Manager, Community Foundation of South Jersey; Taneshia Nash Laird, President & CEO, Newark Symphony Hall; and Rick Thigpen, Chairperson, PSEG Foundation. Place responsibility for creating and enforcing DEI policies within HR department. The "awake" stage is classified as an organizational commitment to hiring diverse staff and recruiting board members from different race backgrounds. In order for organizations to effectively drive race equity on the outside, they need to get right on the inside. The following allows you to customize your consent preferences for any tracking technology used. The impact of structural racism is evident not only in societal outcomes, but in the very institutions that seek to positively impact them. David Williams at BoardSource Leadership Forum in 2017. 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.