Personal Beliefs & Behaviors: Communicate proactively around race equity values and initiatives both internally and externally. Are responsive to encouragement by staff to increase diversity in the organization. Hold yourself and your leadership accountable for this work. Presented by Equity in the Center Executive Director Kerrien Suarez, this two-part session will engage and support your foundation's leadership and management teams in bold conversation on the tactics and tools that will drive action to combat structural racism within your organization's culture. 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. Blog by Yvette Murry, CEO, YRM Consulting. Foundations of Racial Equity 2022 | Session 6: Awake to Woke to Work - A Framework for Racial Equity in Your Organization. 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 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. Equity in the Center's research is designed to support leaders as they build and expand their organization's capacity to advance race equity. Key findings from Awake to Woke to Work: Building a Race Equity Cycle Publication. Show a willingness to review personal and organizational oppression, and have the tools to analyze their contribution to structural racism.
End: Wednesday, July 10, 3:00 PM Eastern. Equity in the Center (EiC) is hosting open enrollment working sessions on its "Awake to Woke to Work: Building a Race Equity Culture" research. How to wake up before work. We recognized that for organizations of color, women's organizations, immigrant organizations, and others, demographic diversity may be inappropriate, or framed differently. Organizations need to make recruitment a more holistic, intentional process, champions of diversity say.
Our research found that the key to doing so is culture. Rather than let this uncertainty impede your progress, move forward with the knowledge that it is normal. Equity in the Center, Awake to Woke to Work: Building a Race Equity Culture. 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. The attainment of race equity requires us to examine all four levels on which racism operates (personal, interpersonal, institutional, and structural), recognize our role in enduring inequities, and commit ourselves to change. Publication date: July 2018. Awake to woke to work every day. Open a continuous dialogue about race equity work. D., Founder and Principal of The Dialogue Company. 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. Organizational Culture Lever.
Establish a shared vocabulary. Wednesday, June 24; 11:00am - 12:30pm PST. Awake to woke to work framework. A member of the Points of Light team since November 2012, Katy serves as Vice President, Business Innovation. The report's thesis is clear: "In a sector focused on improving social outcomes across a wide range of issues, we need only look within our own organizations to understand why we have not yet achieved the depth of change we seek.
Two of the levers, Organizational Culture and Senior Leaders, are crucial for building a Race Equity Culture at Work. Cost to Participate. The seven levers identify where and how individuals can focus these efforts. Your foundation does not squarely see racial equity as your target work but understands its importance. Data: Assess achievement of social inclusion through employee engagement surveys. Equity in the Center is an organization that works to shift mindsets, practices, and systems within the social sector to increase racial 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. Get the research that drives Equity In The Center data! Understanding of Race Equity Cycle levers for organizational transformation, including management and operational scenarios from EiC's research and participants' organizations (Modules 1 and 2). Equity in the Center believes that deep social impact is possible within the context of a Race Equity Culture—one that is focused on proactive counteraction of race inequities inside and outside of an organization. Awake to Woke to Work: Building a Race Equity Culture | Research briefs | Features | PND. Rick Moyers, Chronicle of Philanthropy. At the AWAKE stage, organizations are focused on people and on building a workforce and boards comprised of individuals from different race backgrounds.
If boards are so dissatisfied with their racial makeup, why is so little being done to improve these numbers? Holding a vision of the future can sustain you in the challenging times. The goal in this stage is simple representation. AWAKE to WOKE to WORK: Building a Race Equity Culture. Envisioning a Race Equity Culture. 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.
This 34 page pamphlet offers detailed examples for organizational change to build a race equity culture, by understanding the role of levers for change. How do organizations move through the Race Equity Cycle to build a Race Equity Culture? Donor Stories: Grantmaking that is "With" and not "For" | Center for Effective Philanthropy | 2018. PERSONAL BELIEFS & BEHAVIORS. For individuals, the cost for both modules is $150. KGC: Tell us a little bit about the genesis of this report. It is practical and actionable for CEOs, board members, managers, and junior professionals. 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. 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. Recommended additions are welcome and appreciated. 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.
2022 Annual Report from the Mayor's Office of Civic Engagement and Volunteer Service. Individuals are encouraged to share their perspectives and experiences.
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