As a sector, we must center race equity as a core goal of social impact in order to fulfill our organizational missions. Learning Outcomes: - Understanding of Equity in the Center's Race Equity Cycle Framework and Awake to Woke to Work: Building a Race Equity Culture. POLICIES & PROCESSES. Organizations that demonstrate this commitment exhibit the following characteristics: - Leadership ranks hold a critical mass of people of color, whose perspectives are shifting how the organization fulfills its mission and reinforcing the organization's commitment to race equity. Year Up: At the onset of the organization's race equity work, senior leaders were given specific talking points to spark conversation in staff meetings. Awake to Woke to Work™. PERSONAL BELIEFS & BEHAVIORS. Data: Emphasize increasing diverse staff representation over addressing retention issues. Awake to Woke to Work, a report from Equity in the Center, outlines ways that organizations can help dismantle structural racism and inequities both inside and outside their organizations. How to Make Socioeconomic Diversity a Priority in Your Board Search | Drew Lindsay, The Chronicle of Philanthropy. 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. Model a responsibility to speak about race, dominant culture, and structural racism both inside and outside the organization. Want to play an active role in advancing race equity in your organization.
Awake To Woke To Work Glossary
Evaluation efforts incorporate the disaggregation of data in order to surface and understand how every program, service, or benefit impacts every beneficiary. Diversity, Equity, and Inclusion Resources. David and Lucile Packard Foundation. Excerpted from Awake to Woke to Work: Building a Race Equity Culture (Equity in the Center, 2018).
Incorporates goals into staff performance metrics. Please note that the Open Forum is only available to members of IPMA-HR. Equity in the Center (EiC) is hosting open enrollment working sessions on its "Awake to Woke to Work: Building a Race Equity Culture" research. Analyze disaggregated data and root causes of race disparities that impact the organization's programs and the populations they serve. Ground yourself in the process of building a Race Equity Culture™. Policies & Processes: Consider ways to shift organizational norms and team dynamics in order to support racially diverse staff whose lived experiences meaningfully contribute to the organizational mission. If you have any questions or concerns, please email workshops {at} equityinthecenter(. Senior Leaders Lever. This was the start of our research to define what we then considered a continuum from diversity to inclusion to equity, and assemble findings in a report for stakeholders across the sector. Explore the levers that drive change and the stages that mark transformation using the Race Equity Cycle®. The workshops are hosted in collaboration with Equity in the Center. Are you a grantmaker interested in learning more about specific tactics, strategies and best practices around race equity?
Awake To Woke To Work: Building A Race Equity Culture
Addressing Challenges and Opportunities to Diversity & Inclusion. 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. David Williams at BoardSource Leadership Forum in 2017. D., Founder and Principal of The Dialogue Company. Year Up: Created a design team of a cross-section of staff that was diverse in terms of race and function.
They experience significant disadvantages in education, economic stability, health, life expectancy, and rates of incarceration. As change agents within philanthropy, we are stretching to become our best selves, rise to the moment, and progress toward racial equity. Registration will include both days and will be capped at 100 people. Have a critical mass of people of color in leadership positions. Expenditures on services, vendors, and consultants reflect organizational values and a commitment to race equity. In order to undo systems of oppression, we need to understand the foundations of systemic anti-Black racism and white supremacy in our country.
Awake Woke Work
We're ready for this work; are you? KGC: Tell us a little bit about the genesis of this report. If boards are so dissatisfied with their racial makeup, why is so little being done to improve these numbers? This framework will help you understand how to take action on racial equity within your organization. Disaggregate internal staffing data to identify areas where race disparities exist, such as compensation and promotion. Copyright 2018 ProInspire. These sessions will be facilitated by EiC Managing Director and Lead Researcher Ericka Hines. "Is Your Board Ready to Intentionally Embrace EDI? "
Envisioning a Race Equity Culture. Equity in the Center defines race equity as "the condition where one's racial identity has no influence on how one fares in society, " and goes on to state that "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. BoardSource, Leading with Intent. 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. Developing truly diverse and inclusive boards is a critical step toward achieving these goals. Steps outlined in the 'How to Get Started' section will help readers whose biggest question is "Where do I begin? May 3, 2021 @ 2:00 pm - 4:00 pm. Each organization needs to determine the levers to pull, and the actions to take, in order to progress in building its own Race Equity Culture. Presented by Kerrien Suarez of Equity in the Center.
Awake To Woke To Word Converter
United Philanthropy Forum. Adjusts strategy upon quarterly reviews at the department and organizational levels. KGC: What's next for Equity in the Center? The following resources have been curated by BoardSource and reflect what we believe to be some of the best thinking and practical advice to boards on diversity, inclusion, and equity – and the relationship between the three – across the social sector (and beyond). 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. Even in the absence of a defined path, there are actionable steps your organization can take to launch its race equity work.
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. How to Catch a Unicorn: Diversify Your Nonprofit Board Like You Mean It | Jermaine L. Smith, development director, Educare New Orleans (BoardSource blog). Place responsibility for creating and enforcing DEI policies within HR department. KGC: Who is the intended audience for your report and why? Metropolitan Universities Journal: Volume 34 Number 1. Equity in the Center is an initiative to influence social sector leaders to shift mindsets, practices and systems to achieve race equity. By Kerrien Suarez, Executive Director and Ericka Hines, Managing Director & Lead Researcher. Evaluate hiring and advancement requirements that often ignore system inequities and reinforce white dominant culture, such as graduate degrees and internship experience. At the "woke" stage, organizations work to create an environment that is not only representative, but truly inclusive.
Awake To Woke To Work
Moving to Action on Board Diversity | Center for Nonprofit Excellence | 2018. This 34 page pamphlet offers detailed examples for organizational change to build a race equity culture, by understanding the role of levers for change. At the AWAKE stage, organizations are focused on people and on building a workforce and boards comprised of individuals from different race backgrounds. 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.
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. 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.