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Awake To Woke To Work: Building A Race Equity Culture | Research Briefs | Features | Pnd / Gun And Knife Show Charleston Sc Magazine

ALL IN Campus Democracy Challenge 2022 Annual Report. This event is sold out. Place responsibility for creating and enforcing DEI policies within HR department. 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. Awake to Woke to Work: Building a Race Equity Culture provides insights, tactics, and practices that social sector organizations can use to measurably shift organizational culture, operationalize equity, and move from a dominant organizational culture to a Race Equity Culture. 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. Other Articles & Perspectives. 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. Developing truly diverse and inclusive boards is a critical step toward achieving these goals. Russell Reynolds Associates. If you have any questions or concerns, please email.

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Understand key research findings from the "Awake to Woke to Work: Building a Race Equity Culture" publication, and how to apply the Race Equity Cycle framework in their own work. 2022 Annual Report from the Mayor's Office of Civic Engagement and Volunteer Service. BoardSource, Leading with Intent. 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. In organizations, our research identified seven management and operational levers organizations can push to shift culture toward race equity. Moving to Action on Board Diversity | Center for Nonprofit Excellence | 2018. Also, as we receive feedback from the field, we'll refine our Race Equity Cycle research.

The virtual workshops will help attendees dig deep into the topic of race equity and provide practical tools and resources to help attendees in their journey of building a race equity culture. The Center's 2019 New Jersey Non-Profit Diversity Report shows New Jersey non-profits have serious gaps in diversity within our organizations. Find out in this exclusive webinar. These activities informed the Race Equity Cycle and helped us identify and validate research outlined in the publication, which we designed to be a tool to accelerate leaders, support organizations and inspire nonprofit and philanthropic action to center race equity as a core goal of social impact. The "awake" stage is classified as an organizational commitment to hiring diverse staff and recruiting board members from different race backgrounds. Join us to: - Hear an overview of Race Equity Cycle Framework. Contact Margie Obeng. 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). 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. References are included in the document. Presented by Kerrien Suarez of Equity in the Center. 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.

Excerpted from Awake to Woke to Work: Building a Race Equity Culture (Equity in the Center, 2018). KGC: What is the primary thing that you want an individual working in racial equity to get out of this report? At the "woke" stage, organizations work to create an environment that is not only representative, but truly inclusive. Two of the levers, Organizational Culture and Senior Leaders, are crucial for building a Race Equity Culture at Work. Presenter: Kerrien Suarez. At the WOKE stage, organizations are focused on culture and on creating an environment where everyone is comfortable sharing their experiences, and everyone is equipped to talk about race equity and inequities. And how they work, refer to the cookie policy.

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Publication date: July 2018. Metropolitan Universities Journal: Volume 34 Number 1. Copyright 2018 ProInspire. This fall, Equity in the Center will also rebrand and adopt a new name, so stay tuned. North America / United States. Is this a question of ineffective or inept action? Join us to gain support for bold conversation on the cases, tactics and tools that will drive action to combat structural racism in the philanthropic sector. Want to understand how to build a Race Equity Culture within your organization. Rick Moyers, Chronicle of Philanthropy. 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. Yet, as my experience in the nonprofit sector has deepened, I have discovered that many board leaders describe me a different way: I am a unicorn. Recruiting for Board Diversity | Jan Masaoka. A new report compares California's reputation as a diverse, progressive bastion to the hiring and treatment of people of color in its nonprofits.

A follow-up to this study is forthcoming. As change agents within philanthropy, we are stretching to become our best selves, rise to the moment, and progress toward racial equity. When salary disparities by race (or other identities) are highlighted through a compensation audit, staff being underpaid in comparison to peers receive immediate retroactive salary corrections.

California's Nonprofits Still Not Quite Diverse, Despite Leading The Nation | Fast Company | 2018. We also provide brief examples of how organizations have put these levers into practice to achieve success in building a Race Equity Culture. Building a Race Equity Culture requires intention and effort, and sometimes stirs doubt and discomfort. We outline the characteristics and actions that define these two levers, which are divided into categories to help with consideration: personal beliefs and behaviors, policies and processes, and data. Module B: Wednesday, March 15, 2023 | 10:00 am – 12:00 pm PT.

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When your organization has fully committed itself to a Race Equity Culture, the associated values become part of the organization's DNA. At the WORK stage, organizations are focused on systems to improve race equity. Posted by ProInspire on July 9, 2018. Rather than let this uncertainty impede your progress, move forward with the knowledge that it is normal. Race equity work must happen at many levels, both within organizations and in society broadly.

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. Supported by the Annie E. Casey, W. K. Kellogg, Ford, Kresge, Hewlett, Packard, and Meyer foundations, the report identifies seven "levers" that can help build momentum at every stage toward a race equity culture: senior leadership, management, board of directors, community, learning environment, data, and organizational culture. The primary goal is integration of a race equity lens into all aspects of an organization. While race equity work only succeeds as an organization-wide effort, a critical component is buy-in from board members and senior leaders who can set race equity priorities and communicate them throughout the organization. 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. Can illustrate, through longitudinal outcomes data, how their efforts are impacting race disparities in the communities they serve. Our research found that the key to doing so is culture. 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. These are some of the ways I describe myself. Diversity, Equity, and Inclusion Resources.

Ground yourself in the process of building a Race Equity Culture™. Forty-five percent of the boards and 69 percent of the CEOs surveyed are dissatisfied with their board's diversity. This list is a very preliminary starting point and a continuous work in progress. 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. Internal change around race equity is embraced. Participants will learn about the Race Equity Cycle framework, as well as the management levers organizations use to measurably shift organizational culture toward race equity. And for individuals, we ask that people with greater privilege purchase tickets at the higher end, which will allow individuals with historically less access to wealth, disproportionately BIPOC folks, to pay the lower fees. 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. You should join this series if: - You are beginning your learning journey with your awareness of the impacts of systemic anti-Black racism and white supremacy in institutional philanthropy. The impact of structural racism is evident not only in societal outcomes, but in the very institutions that seek to positively impact them. If you have any questions or concerns, please email workshops {at} equityinthecenter(.

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