By building a Race Equity Culture within organizations and across the social sector, we can begin to dismantle structural racism. Identify organizational power differentials and change them by exploring alternative leadership models, such as shared leadership. Equity in the Center (EiC) is hosting open enrollment working sessions on its "Awake to Woke to Work: Building a Race Equity Culture" research. And while the impact will look and feel different at each stage of the Race Equity Cycle, we believe that all three stages mutually reinforce each other. These changes include increased representation, a stronger culture of inclusion, and the application of a race equity lens to how organizations and programs operate. By Kerrien Suarez, Executive Director and Ericka Hines, Managing Director & Lead Researcher. Leadership for Educational Equity: After a four-month pilot, executive coaching program for VPs expanded to a year-long investment.
Vu Le, Nonprofit AF (blog), Diversity Equity Posts. 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. AWAKE to WOKE to WORK: Building a Race Equity Culture. We believe that all social sector organizations can better achieve their missions by drawing on the skills, talents, and perspectives of a broader and more diverse range of leaders, and that the diversity of viewpoints that comes from different life experiences and cultural backgrounds strengthens board deliberations and decision-making. The James Irvine Foundation.
Metropolitan Universities Journal: Volume 34 Number 1. Kerrien's career in management consulting began at AT Kearney and The Advisory Board. This 34 page pamphlet offers detailed examples for organizational change to build a race equity culture, by understanding the role of levers for change. We compile a weekly email with local events, resources, national conferences, calls for proposals, grant, volunteer and job opportunities in the higher education and nonprofit sectors. The report also outlines steps for getting started, including establishing a shared vocabulary, identifying advocates at the board and senior leadership levels, and naming race equity work as a strategic imperative and opening a continuous discussion around it. 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. Why did you take this approach? Registration will include both days and will be capped at 100 people. Have a critical mass of people of color in leadership positions.
The seven levers represent both specific groups of people engaged with an organization, as well as the systems, structures, and processes created—sometimes unconsciously—to help organizations operate: Senior Leaders, Managers, Board of Directors, Community, Learning Environment, Data, and Organizational Culture. These sessions will be facilitated by EiC Managing Director and Lead Researcher Ericka Hines. In this article, we build from there for an organization that knows what board members need to do, and as a result, who they might need to be. While some of these resources apply to specific sub-sectors (higher education, foundations, etc. Recommended additions are welcome and appreciated. 2022 Annual Report from the Mayor's Office of Civic Engagement and Volunteer Service. "Is Your Board Ready to Intentionally Embrace EDI? " Please read our Call to Action for a list of tactics we challenge nonprofit and philanthropic leaders to implement as part of our shared work to dismantle racism. Senior Leaders Lever. Posted by ProInspire on July 9, 2018. The publication outlines personal beliefs and behaviors, policies and processes, and data characteristics that our research found generate forward momentum for each lever. 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. Learning Outcomes: - Understanding of Equity in the Center's Race Equity Cycle Framework and Awake to Woke to Work: Building a Race Equity Culture. Equity in the Center is an initiative to influence social sector leaders to shift mindsets, practices and systems to achieve 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. PERSONAL BELIEFS & BEHAVIORS. Foundations of Racial Equity is a space for guidance and fellowship on the path to racial justice. She is a graduate of Harvard College and the London School of Economics. Data: Assess achievement of social inclusion through employee engagement surveys. Why Money Shouldn't Trump Mission When Choosing Board Members | Chronicle of Philanthropy | Isa Catto | 2018. If you have any questions or concerns, please email workshops {at} equityinthecenter(. Divisions along economic, racial, religious, and political lines have created an increasingly polarized society in need of healing. The Center's 2019 New Jersey Non-Profit Diversity Report shows New Jersey non-profits have serious gaps in diversity within our organizations. 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. The Face of Nonprofit Boards: A Network Problem | Tivoni Devor, manager of partnerships and outreach, Urban Affairs Coalition (Nonprofit Quarterly). Have started to gather data about race disparities in the populations they serve. 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.
We recently talked to Kerrien Suarez, director of Equity in the Center, about what nonprofit and philanthropic organizations can gain from using this new research. Can track retention and promotion rates by race (and gender) across the organization and by staff level. And the complex issues and dynamics at the intersection of race, class, gender, and sexuality call for deeper thinking as we seek to understand each other. You can register for the full series at a discounted price or the individual sessions of your choice. First, we focused on organizational culture as a driver of inequity sector-wide. Hold yourself and your leadership accountable for this work.
Ground yourself in the process of building a Race Equity Culture™. You should join this series if: - You are beginning your learning journey with your awareness of the impacts of systemic anti-Black racism and white supremacy in institutional philanthropy. Stay Current in Philly's Higher Education and Nonprofit Sector. References are included in the document. Module B: Wednesday, March 15, 2023 | 10:00 am – 12:00 pm PT. The Race Equity Cycle.
In this blog post, the Community Foundation for Greater Buffalo's president and CEO and governance committee chair discuss the importance of board diversity in advancing their organization's mission. Believe that diverse representation is important, but may feel uncomfortable discussing issues tied to race. Hold race equity as a north star for your organization. We believe that all of them have relevance to the work of nonprofit boards of all kinds. Steps outlined in the 'How to Get Started' section will help readers whose biggest question is "Where do I begin? Nonprofit Quarterly. 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. Model a responsibility to speak about race, dominant culture, and structural racism both inside and outside the 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. 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.
Personal Beliefs & Behaviors: Communicate proactively around race equity values and initiatives both internally and externally. The report identifies three proactive organizational stages that build race equity culture — one that is focused on "proactive counteraction of race inequities. 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. Kerrien Suarez, Director, Equity in the Center (EiC). Review compensation data across the organization (and by staff levels) to identify disparities by race (and gender). 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. When your organization has fully committed itself to a Race Equity Culture, the associated values become part of the organization's DNA. 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. Building a shared organizational vocabulary, identifying equity champions at the board level, clearly defining how race equity relates to the organization's mission, openly discussing racial inequities with staff, and collecting data are all identified as "actionable" steps towards dismantling structural racism within the sector.
Evaluation efforts incorporate the disaggregation of data in order to surface and understand how every program, service, or benefit impacts every beneficiary. W. K. Kellogg Foundation. We recommend attending Session 1 along with any other individual sessions you choose as it lays the groundwork for all session content. 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. Other Articles & Perspectives. Want to play an active role in advancing race equity in your organization.
Leadership for Educational Equity: Established a DEI Team to set a vision and define positions, language, and curriculum to achieve it. 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. Establish a shared vocabulary. Equity in the Center addresses a gap in philanthropic and nonprofit organizations' current diversity, equity, and inclusion practice: The absence of sector-validated organizational development and change management best practices to shift mindsets, tactics, and systems that drive racial and ethnic diversity at all levels. 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. Presented by Kerrien Suarez of Equity in the Center.
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