Two of the levers, Organizational Culture and Senior Leaders, are crucial for building a Race Equity Culture at Work. We're ready for this work; are you? Understand key research findings from the "Awake to Woke to Work: Building a Race Equity Culture" publication, and how to apply the Race Equity Cycle framework in their own work. 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. And, second, rich dialogues with advisors highlighted that organizations shift toward equity as part of a cycle, which they can enter at more than one point, not the continuum we originally envisioned. KGC: What is the primary thing that you want an individual working in racial equity to get out of this report? Policies & Processes: Share the organization's commitment to DEI as part of the onboarding process of new employees. Name race equity work as a strategic imperative for your organization. While race equity work only succeeds as an organization-wide effort, a critical component is buy-in from board members and senior leaders who can set race equity priorities and communicate them throughout the organization. These terms work hand in hand; by achieving race equity, you will be dismantling structural racism.
Hold yourself and your leadership accountable for this work. Building a Race Equity Culture requires intention and effort, and sometimes stirs doubt and discomfort. Diversity, Equity, and Inclusion Resources. If so, you'll want to join us for this webinar, built on research in Equity in the Center's Awake to Woke to Work: Building a Race Equity Culture publication. The primary goal is inclusion and internal change in behaviors, policies, and practices.
This document serves as a reference for building and expanding individual and organizational capacity to advance race equity. BoardSource just released its report on board diversity, and the statistics are frustrating, disappointing, and somewhat anger-inducing… lack of diversity on boards is no longer just annoying. Evaluation efforts incorporate the disaggregation of data in order to surface and understand how every program, service, or benefit impacts every beneficiary. 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. The only way to get a clear picture of inequities and outcomes gaps both internally and externally is to collect, disaggregate, and report relevant data. Personal Beliefs & Behaviors: Defined the work of race equity, as well as the organizations needed to understand and embrace it internally, as mission-critical. This list is a very preliminary starting point and a continuous work in progress. Policies & Processes: Consider ways to shift organizational norms and team dynamics in order to support racially diverse staff whose lived experiences meaningfully contribute to the organizational mission. In addition to convening, our team conducted secondary research to validate our theory and tools, including an extensive literature review and in-depth interviews with organizations that successfully shifted organizational culture toward race equity. In order to undo systems of oppression, we need to understand the foundations of systemic anti-Black racism and white supremacy in our country. The authors discuss organizational cycles and the stages that groups experience as they make progress toward their goal. Awake to Woke to Work: Building a Race Equity Culture is an excellent treatise that views the need and describes the problem, and then lays out actionable steps for attaining race equity.
During the webinar, Andrew Plumley will outline the need for building a Race Equity Culture in social sector organizations and introduce resources and strategies to help participants move from commitment to action. It's time for words to be backed up by action to improve board diversity, according to BoardSource's CEO. Leadership for Educational Equity: Sets and communicates goals around diversity, equity, and inclusion across all programming. ALL IN Campus Democracy Challenge 2022 Annual Report. The workshop series, titled Awake to Woke to Work: Building a Race Equity Culture, will take place on Wednesday, Feb. 9 and Wednesday, Feb. 23 from 1 – 3 p. m. each day. Diverse: The individual leaders who compose nonprofit boards are a reflection of an organization's values and beliefs about who should be empowered and entrusted with its most important decisions. 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. Identify race equity champions at the board and senior leadership levels. February 9, 2022 @ 1:00 pm - 3:00 pm. Learning Outcomes: - Understanding of Equity in the Center's Race Equity Cycle Framework and Awake to Woke to Work: Building a Race Equity Culture.
We cannot shift systems or our organizations without understanding how we got here, nor without looking at ourselves, at our relationships, and at our organizations themselves. Join us to gain support for bold conversation on the cases, tactics and tools that will drive action to combat structural racism in the philanthropic sector. The goal of this publication was to identify the personal beliefs and behaviors, cultural characteristics, operational tactics, and administrative practices that accelerate measurable progress as organizations move through distinct phases toward race equity. You will engage in facilitated conversations on the role that leaders and managers play, as well as the management and operational best practices that will drive progress on race equity given ongoing diversity, inclusion and equity work. As stewards of the public good, all social sector organizations, regardless of mission, are called on to embrace and celebrate our common humanity, and the inherent worth of all people. For example, the Race Outcomes Gap: People of color fare worse than their white counterparts across every age and income level when it comes to societal outcomes. National Council of Nonprofits, Diversity Equity and Inclusion. North America / United States. In order for organizations to effectively drive race equity on the outside, they need to get right on the inside. Donor Stories: Grantmaking that is "With" and not "For" | Center for Effective Philanthropy | 2018. Understanding the seven levers, a set of management and operational best practices that have successfully helped organizations shift culture from Awake to Woke to Work.
Each organization needs to determine the levers to pull, and the actions to take, in order to progress in building its own Race Equity Culture. Policies & Processes: Engage everyone in organizational race equity work and ensure that individuals understand their role in creating an equitable culture Thread accountability across all efforts to support and sustain a racially equitable organization. At the WORK stage, organizations are focused on systems to improve race equity. She brings with her more than 20 years of experience in employee volunteerism, community affairs and internal communications. Thoughtful consideration of the questions in this article can help your board move beyond good intentions to develop an action plan. BoardSource: Nonprofit Board Diversity Hasn't Improved in Decades | Association Now | Ernie Smith | 2017. David Williams at BoardSource Leadership Forum in 2017. 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. KGC: This report is incredibly unique in that it dives right into the tools needed to create a race equity culture, while not spending so much time making the case.
Visit Equity in the Center's website to download the full publication and learn more about the project. KS: The genesis of the report is tied to the genesis of Equity in the Center. The seven levers identify where and how individuals can focus these efforts. Is this a question of ineffective or inept action? 2022 Annual Report from the Mayor's Office of Civic Engagement and Volunteer Service. 7 things you can do to improve the sad, pathetic state of board diversity | Nonprofit and Friends | 2017. A Race Equity Culture is the antithesis of dominant culture, which promotes assimilation over integration and dismisses opportunities to create a more inclusive, equitable environment. In collaboration with over 120 experts in the fields of DEI and race equity, we provide insights, tactics, and best practices to shift organizational culture and operationalize equity. Divisions along economic, racial, religious, and political lines have created an increasingly polarized society in need of healing. KS: In one word, everyone.
Year Up: At the onset of the organization's race equity work, senior leaders were given specific talking points to spark conversation in staff meetings. It is practical and actionable for CEOs, board members, managers, and junior professionals. Whether in the hiring of the executive, the determination of strategy, the allocation of resources, or the goal of serving the community with authenticity, the board's leadership on diversity, inclusion, and equity matters. Lead, want to lead, or have been asked to lead race equity efforts within your organization. With over 19 years of management and consulting experience, Kerrien has supported executive and leadership teams in bold decision-making to solve strategic and operational challenges. Within BoardSource's 2015 governance index, "Leading with Intent, " there lies an interesting paradox when it comes to board diversity. We outline the characteristics and actions that define these two levers, which are divided into categories to help with consideration: personal beliefs and behaviors, policies and processes, and data. Let's Stop (Just) Talking About Nonprofit Board Diversity | HuffPost | Anne Wallestad | 2017. 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.
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. Identify organizational power differentials and change them by exploring alternative leadership models, such as shared leadership. 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. Anti-Black racism and white supremacy are embedded in philanthropy and in our institutions, often invisible to the majority of us, even as we work with intention towards equity and justice.