Explore the levers that drive change and the stages that mark transformation using the Race Equity Cycle®. Publication date: July 2018. 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. May 3, 2021 @ 2:00 pm - 4:00 pm. 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. Evaluate hiring and advancement requirements that often ignore system inequities and reinforce white dominant culture, such as graduate degrees and internship experience. Ground your organization in shared meaning around race equity and structural racism.
Most recently, while at Community Wealth Partners, she led engagements to refine programs and scale impact for national nonprofits, including The First Tee and AARP ExperienceCorps. Read what BLF attendees shared in discussion groups following. Racial Equity Tools Glossary | Racial Equity Tools | MP Associates | Center for Assessment and Policy Development, and World Trust Educational Services | 2019. One event on February 23, 2022 at 1:00 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. While each organization will follow its own path toward a Race Equity Culture, our research suggests that all organizations go through a cycle of change as they transform from a white dominant culture to a Race Equity Culture. 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. Building Movement Project, Race to Lead.
Have a critical mass of people of color in leadership positions. We coined this process the Race Equity Cycle. Individuals are encouraged to share their perspectives and experiences. David and Lucile Packard Foundation. Forty-five percent of the boards and 69 percent of the CEOs surveyed are dissatisfied with their board's diversity. 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. We will provide: - An overview of Race Equity Cycle Framework.
Stay Current in Philly's Higher Education and Nonprofit Sector. We want this publication to be accessible and actionable for everyone working in the social sector — regardless of the size of their organization, the scale of their impact, or where they find themselves and their organizations on the spectrum of Awake to Woke to Work. KGC: What's next for Equity in the Center? 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. As a result of five Dialogue & Design sessions, which brought together approximately 150 practitioners and experts on race equity, we shifted our thinking in two ways. We will continue to share our progress, learnings and resources along the way. Review compensation data across the organization (and by staff levels) to identify disparities by race (and gender). The following allows you to customize your consent preferences for any tracking technology used. Expenditures on services, vendors, and consultants reflect organizational values and a commitment to race equity. 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. 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.
You want to act on racial equity and don't know where to start. Make a clear and explicit connection between their equity work and the Foundation's overall outcomes. This 34 page pamphlet offers detailed examples for organizational change to build a race equity culture, by understanding the role of levers for change. Let's Stop (Just) Talking About Nonprofit Board Diversity | HuffPost | Anne Wallestad | 2017. Presenter: Kerrien Suarez. References are included in the document. 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. Rather than let this uncertainty impede your progress, move forward with the knowledge that it is normal. 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. The publication itself has more detail on our intended audience and questions they may face as they enter the work — all of which is intended to be helpful to leaders and organizations as they outline action steps to generate progress on race equity. Because each organization is comprised of different people, systems, and histories, individual organizations will enter the Race Equity Cycle at different stages and will approach their race equity work with varying levels of organizational readiness.
What's in the publication? William and Flora Hewlett Foundation. Data: Emphasize increasing diverse staff representation over addressing retention issues. We believe that social sector organizations are better able to do this work effectively and with authenticity when they are led by boards that are. The Greater Des Moines Partnership will host two-session workshops to help business leaders promote equity in their organizations. To learn more about how these trackers help us.
This framework will help you understand how to take action on racial equity within your organization. Visit for more information, also see his blog, 12 Do's and Don'ts for Effective Persuasion and the other resources on his sites. ) 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. Personal Beliefs & Behaviors: Defined the work of race equity, as well as the organizations needed to understand and embrace it internally, as mission-critical. "Is Your Board Ready to Intentionally Embrace EDI? " Believe that diverse representation is important, but may feel uncomfortable discussing issues tied to race. How to Catch a Unicorn: Diversify Your Nonprofit Board Like You Mean It | Jermaine L. Smith, development director, Educare New Orleans (BoardSource blog). Why Money Shouldn't Trump Mission When Choosing Board Members | Chronicle of Philanthropy | Isa Catto | 2018.
This journey of change pushes organizations to become more committed, more knowledgeable, and more skilled in analyzing race, racism, and race equity, and in placing these issues at the forefront of organizational and operational strategy. A new report says that more than 80 percent of nonprofit board members are white, a number that looks remarkably similar to the group's findings from a 1994 index survey. These sessions will be facilitated by EiC Managing Director and Lead Researcher Ericka Hines. Expect participation in race equity work across all levels of the organization. Read More on NCAN blog: More in "New Resources". Research from Equity in the Center will be shared in an interactive forum that promotes learning and empowers participants to move from intention to action as they address the adaptive challenge of building a Race Equity Culture. End: Wednesday, July 10, 3:00 PM Eastern. 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. Program data should also be disaggregated and analyzed by race. Our goal was to meet leaders and organizations where they are, whether that be at the very beginning of a project or years into a cross-functional process. 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. 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. Here are some resources to help take the next steps to work towards becoming more inclusive and equitable.
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. After a fraught last few years in terms of national attention to issues of race, one would expect that nonprofit boards would demonstrate at least a modicum of advancement in the realm of diversity. The Nonprofit Racial Leadership Gap: Flipping the Lens | Cyndi Suarez, senior editor, Nonprofit Quarterly. This publication examines how social justice organizations can identify the personal beliefs and behaviors, cultural characteristics, operational tactics, and administrative practices that accelerate measurable progress as they work to build an organizational culture that centers racial equity. Recommended additions are welcome and appreciated. 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. Donor Stories: Grantmaking that is "With" and not "For" | Center for Effective Philanthropy | 2018.
Racial Equity Tools has created a glossary of terms to create a shared understanding of words to enhance the way we talk about race. The first module is training on the Race Equity Cycle framework for organizational transformation. 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. The Role of Levers in Building a Race Equity Culture. If boards are so dissatisfied with their racial makeup, why is so little being done to improve these numbers?
Readers should know that regardless of whether their organization is Awake, Woke, or at the Work stage of the Race Equity Cycle, there are immediate, actionable steps to take to advance their work now. Program Specialist, GEO. As a sector, we must center race equity as a core goal of social impact in order to fulfill our organizational missions. The primary goal is integration of a race equity lens into all aspects of an organization.