You can register for the full series at a discounted price or the individual sessions of your choice. 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'll continue to share Race Equity Cycle research with stakeholders and the social sector broadly through conference presentations, webinars (which we've begun to conduct for national networks whose members have prioritized race equity) and additional tools/resources curated in partnership with a Resource Mapping Working Group of advisors. 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. Organizational Culture Lever. Our approach was to build on, not duplicate, the case that colleagues have made for decades, synthesizing existing research to contextualize the need for a Race Equity Culture, and then focus most of the publication on resources, tools, and tactics to build it within organizations. Vu Le, Nonprofit AF (blog), Diversity Equity Posts. The following allows you to customize your consent preferences for any tracking technology used. 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. Thoughtful consideration of the questions in this article can help your board move beyond good intentions to develop an action plan. Based on findings from Equity in the Center's research, Awake to Woke to Work: Building a Race Equity Culture, this webinar discusses how to operationalize equity, and build a Race Equity Culture within co-ops. Russell Reynolds Associates.
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2022 Annual Report from the Mayor's Office of Civic Engagement and Volunteer Service. Ensure salary disparities do not exist across race, gender, and other identities through analysis of mandated all-staff compensation audits. Have started to gather data about race disparities in the populations they serve. There are no preconditions other than curiosity and a desire for change. Are compelled to discuss racially charged events with their staff when they occur, and hold space for their staff to process their feelings without placing undue responsibility on people of color to explain or defend themselves or their communities. Diversity, Equity, and Inclusion Resources. 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. Equity in the Center, Awake to Woke to Work: Building a Race Equity Culture. 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. Explore the levers that drive change and the stages that mark transformation using the Race Equity Cycle®. 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. 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.
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. Leadership for Educational Equity: Sets and communicates goals around diversity, equity, and inclusion across all programming. These survey results leads one to think it must at least partially be connected to how board members are recruited. Please note that the Open Forum is only available to members of IPMA-HR. 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. Analyze disaggregated data and root causes of race disparities that impact the organization's programs and the populations they serve. 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. Throughout the social sector, there remains a glaring omission of a fundamental element of social impact: race equity. Our research identified stages organizations go through as they advance towards a Race Equity Culture (moving from Awake to Woke to Work), as well as the levers organizations can push to move through them (including Senior Leadership, Managers, and Community, among others). Emphasizing diversity when selecting board members should also include economic diversity. 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. To help us achieve the features and activities described below.
Awake To Woke To Work Pdf
The primary goal is representation, with efforts aimed at increasing the number of people of different race backgrounds. Metropolitan Universities Journal: Volume 34 Number 1. Yet the structural racism that endures in U. S. society, deeply rooted in our nation's history and perpetuated through racist policies, practices, attitudes, and cultural messages, prevents us from attaining it. In organizations, our research identified seven management and operational levers organizations can push to shift culture toward race equity. You want to bolster your anti-racism efforts with content that gives you a foundational and holistic understanding of how racism shows up in philanthropy, and how to make progress towards racial equity in your institution. Here are some resources to help take the next steps to work towards becoming more inclusive and equitable. 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. One event on February 23, 2022 at 1:00 pm. 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. Racial bias creeps into all parts of the philanthropic and grantmaking process. They experience significant disadvantages in education, economic stability, health, life expectancy, and rates of incarceration. 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.
The Race Equity Cycle identifies the three stages and common entry points of building a Race Equity Culture; helps organizations find themselves in this work; and names the levers that create momentum in building a Race Equity Culture. Learning Outcomes: - Understanding of Equity in the Center's Race Equity Cycle Framework and Awake to Woke to Work: Building a Race Equity Culture. Two of the levers, Organizational Culture and Senior Leaders, are crucial for building a Race Equity Culture at Work. 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.
Awake To Woke To Work Framework
Owning My Whiteness | Northwest Area Foundation | Kevin Walker | 2019. 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. Can track retention and promotion rates by race (and gender) across the organization and by staff level. Presented by Kerrien Suarez of Equity in the Center.
Year Up: Created a design team of a cross-section of staff that was diverse in terms of race and function. Data: Have long-term strategic plans and measurable goals for creating an equity culture, and an understanding of the organizational change needed to realize it. Are you a grantmaker interested in learning more about specific tactics, strategies and best practices around race equity? As these constituent groups make up distinct levers, it's imperative that they independently demonstrate a firm commitment to race equity. Identification of clear action steps that senior leadership and managers can take to build a Race Equity Culture. February 9, 2022 @ 1:00 pm - 3:00 pm. 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. Hold yourself and your leadership accountable for this work. Overcoming the Racial Bias in Philanthropic Funding | Stanford Social Innovation Review | Cheryl Dorsey, Peter Kim, Cora Daniels, Lyell Sakaue & Britt Savage | 2020. Even in the absence of a defined path, there are actionable steps your organization can take to launch its race equity work. Achieving race equity is a fundamental element of social change across every issue area in the social sector.
Awake To Woke To Work Glossary
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. At the AWAKE stage, organizations are focused on people and on building a workforce and boards comprised of individuals from different race backgrounds. Registration will include both days and will be capped at 100 people. If you require any accommodations to fully participate in this program, please contact [email protected]. Your foundation does not squarely see racial equity as your target work but understands its importance. Learn about case examples of how organizations move through the Race Equity Cycle. This event has passed. In doing so, we must also acknowledge that a climate of growing intolerance and inequity is a challenge to our democratic values and ideals. 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 workshops are hosted in collaboration with Equity in the Center. 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. Following Annie E. Casey Foundation's Talent Pipelines Learning Lab in 2015 (which was led by Ashley B. Stewart), ProInspire, AmeriCorps Alums, and Public Allies launched Equity in the Center to shift mindsets, practices, and systems around race equity. If you have any questions or concerns, please email.
Is this a question of ineffective or inept action? Race equity work must happen at many levels, both within organizations and in society broadly. Only then will we truly live up to our missions to serve the common good. We believe that all of them have relevance to the work of nonprofit boards of all kinds. Visit Equity in the Center's website to download the full publication and learn more about the project.
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