POLICIES & PROCESSES. Kerrien's career in management consulting began at AT Kearney and The Advisory Board. 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. Have a critical mass of people of color in leadership positions. Analyze disaggregated data and root causes of race disparities that impact the organization's programs and the populations they serve. References are included in the document. Addressing Challenges and Opportunities to Diversity & Inclusion. Lead, want to lead, or have been asked to lead race equity efforts within your organization. Presenter: Kerrien Suarez. You want to act on racial equity and don't know where to start. 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. Foundations of Racial Equity 2022 | Session 6: Awake to Woke to Work - A Framework for Racial Equity in Your Organization. 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.
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Awake To Woke To Work
A member of the Points of Light team since November 2012, Katy serves as Vice President, Business Innovation. A project of ProInspire, EiC envisions a future where nonprofit and philanthropic organizations advance race equity internally while centering it in their work externally. 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. Achieving race equity is a fundamental element of social change across every issue area in the social sector. Use a vetting process to identify vendors and partners that share their commitment to race equity. Open a continuous dialogue about race equity work. Expect participation in race equity work across all levels of the organization. The first module will be a training on the Race Equity Cycle framework for organizational transformation, and include break out groups for discussion and Q&A. This list is a very preliminary starting point and a continuous work in progress. How do organizations move through the Race Equity Cycle to build a Race Equity Culture? Awake to woke to work: building a race equity culture. Ground your organization in shared meaning around race equity and structural racism. William and Flora Hewlett Foundation. Visit for more information, also see his blog, 12 Do's and Don'ts for Effective Persuasion and the other resources on his sites. )
Awake To Woke To Work Framework
Registration will include both days and will be capped at 100 people. First, we focused on organizational culture as a driver of inequity sector-wide. Instead, they need to purposely seek individuals who might never hit the radar of a traditional search. And action is needed, because decades of evidence show the value of diverse boards and suggests that diversity won't happen without intentionality. What does a true Race Equity Culture look like, and what benefits will accrue to your staff, systems, stakeholders, and community served? AWW - Awake to Woke to Work. 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.
Awake To Woke To Work Pdf
An overview of Management and Operational Levers to Build a Race Equity Culture. KS: The genesis of the report is tied to the genesis of Equity in the Center. Our research identified seven levers—strategic elements of an organization that, when leveraged, build momentum toward a Race Equity Culture within each stage and throughout the Race Equity Cycle. The workshops are hosted in collaboration with Equity in the Center. Review compensation data across the organization (and by staff levels) to identify disparities by race (and gender). 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 word converter. 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. Personal Beliefs & Behaviors: Are aware that a white dominant workplace culture exists, but expect people to adhere to dominant organizational norms in order to succeed.
Awake To Woke To Word Converter
Donor Stories: Grantmaking that is "With" and not "For" | Center for Effective Philanthropy | 2018. 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. Awake to Woke to Work: Building a Race Equity Culture | Research briefs | Features | PND. 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. Kerrien Suarez, Director, Equity in the Center (EiC). Disaggregate internal staffing data to identify areas where race disparities exist, such as compensation and promotion.
Awake Woke Work
Russell Reynolds Associates. If enough race equity champions are willing and ready to engage their organizations in the transformational work of building a Race Equity Culture, we will reach the tipping point where this work shifts from an optional exercise or a short-term experiment without results, to a core, critical function of the social sector. Awake to woke to work. As an independent consultant, she managed strategic and implementation planning projects for ProInspire, UNCF, National Black Child Development Institute, National Center for Children in Poverty and Martha's Table. All staff should be equipped to discuss meaningfully race equity and inequities, and feel comfortable sharing their experiences. Have started to gather data about race disparities in the populations they serve.
Awake To Woke To Work: Building A Race Equity Culture
EiC's new tiered budget categories are based on Rockwood Leadership Institute's pricing model. 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. Steps outlined in the 'How to Get Started' section will help readers whose biggest question is "Where do I begin? 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. Leadership for Educational Equity: Established a DEI Team to set a vision and define positions, language, and curriculum to achieve it.
In the social sector, a board that lacks racial and ethnic diversity risks a dangerous deficit in understanding on issues of critical importance to the organization's work and the people it serves. The following allows you to customize your consent preferences for any tracking technology used. We will, however, make every effort to add resources from the Open Forum to this publicly accessible page as they become available. 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. 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. A follow-up to this study is forthcoming. All are welcome here, advocates and aspirants alike; Foundations of Racial Equity is a space for guidance and fellowship on the path to racial justice. If you have any questions or concerns, please email.
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. We also provide brief examples of how organizations have put these levers into practice to achieve success in building a Race Equity Culture. Take responsibility for a long-term change management strategy to build a Race Equity Culture. There are numerous ways to engage in effective conversations on race equity. 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. As change agents within philanthropy, we are stretching to become our best selves, rise to the moment, and progress toward racial equity. 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. Metropolitan Universities Journal: Volume 34 Number 1. Equity in the Center is an organization that works to shift mindsets, practices, and systems within the social sector to increase racial equity. Organizations need to make recruitment a more holistic, intentional process, champions of diversity say.
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