Awake To Woke To Work: Building A Race Equity Culture - Aquatics | Great Lakes Athletic Club
Achieving race equity—the condition where one's racial identity has no influence on how one fares in society—is a fundamental element of social change across every issue area in the social sector. The impact of structural racism is evident not only in societal outcomes, but in the very institutions that seek to positively impact them. 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. 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. Diverse: The individual leaders who compose nonprofit boards are a reflection of an organization's values and beliefs about who should be empowered and entrusted with its most important decisions.
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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. The report identifies three proactive organizational stages that build race equity culture — one that is focused on "proactive counteraction of race inequities. 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. 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. We're ready for this work; are you? With over 19 years of management and consulting experience, Kerrien has supported executive and leadership teams in bold decision-making to solve strategic and operational challenges. Last month, Equity in the Center, a project of ProInspire, launched their highly anticipated report, Awake to Woke to Work: Building a Race Equity Culture. 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: What is the primary thing that you want an individual working in racial equity to get out of this report? It is practical and actionable for CEOs, board members, managers, and junior professionals. Session Results: - Understanding of research, best practices and Race Equity Cycle framework (Module 1). Leadership for Educational Equity: Sets and communicates goals around diversity, equity, and inclusion across all programming. 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.
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Council of Michigan Foundations. Emphasizing diversity when selecting board members should also include economic diversity. Equity in the Center's research is designed to support leaders as they build and expand their organization's capacity to advance race equity. A Race Equity Culture is the antithesis of dominant culture, which promotes assimilation over integration and dismisses opportunities to create a more inclusive, equitable environment. The work of creating a Race Equity Culture requires an adaptive and transformational approach that impacts behaviors and mindsets as well as practices, programs, and processes. Illustration by Julie Stuart. 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. 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. Find out in this exclusive webinar.
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BoardSource Webinar: The Declining Diversity of Nonprofit Boards and What to Do About It | The Nonprofit Quarterly | 2017. Director of Inclusion, American Alliance of Museums. APA Citation: Equity in the Center. This publication is relevant for you if you: - Have some awareness that race equity is essential to driving impactful change within the social sector. 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. Learn about management and operational levers that can shift organizational culture toward race equity. Achieving race equity is a fundamental element of social change across every issue area in the social sector. Name race equity work as a strategic imperative for your organization. We recommend attending Session 1 along with any other individual sessions you choose as it lays the groundwork for all session content.
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As stewards of the public good, all social sector organizations, regardless of mission, are called on to embrace and celebrate our common humanity, and the inherent worth of all people. Equity in the Center is an initiative to influence social sector leaders to shift mindsets, practices and systems to achieve race equity. If you have any questions or concerns, please email workshops {at} equityinthecenter(. PERSONAL BELIEFS & BEHAVIORS. Boards that cultivate an inclusive culture ensure that all board members are encouraged to bring their perspectives, identity, and life experience to their board service. Racial Equity Tools Glossary | Racial Equity Tools | MP Associates | Center for Assessment and Policy Development, and World Trust Educational Services | 2019. Visit for more information, also see his blog, 12 Do's and Don'ts for Effective Persuasion and the other resources on his sites. ) 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. 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.
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Module B: Wednesday, March 15, 2023 | 10:00 am – 12:00 pm PT. 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. By building a Race Equity Culture within organizations and across the social sector, we can begin to dismantle structural racism. Expect participation in race equity work across all levels of the organization. Identification of clear action steps, including behaviors, beliefs, policies and data analysis, that organizations, board members, senior leaders and managers should prioritize to build a Race Equity Culture (Module 2). 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. 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. Identify organizational power differentials and change them by exploring alternative leadership models, such as shared leadership. United Philanthropy Forum. You can follow her on Twitter at @klrs98 and @equityinthectr. In doing so, we must also acknowledge that a climate of growing intolerance and inequity is a challenge to our democratic values and ideals. We will, however, make every effort to add resources from the Open Forum to this publicly accessible page as they become available.
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Or are boards simply not prioritizing diversity? 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. 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. The idea behind the workshop series stemmed from a successful keynote session during the Inclusion Summit in 2021. Too often, charities do casual searches that rely on scanning candidates' credentials and tapping board members' personal networks. BoardSource's Leading With Intent report shows that diversity has actually declined on nonprofit boards. This framework will help you understand how to take action on racial equity within your organization. Identification of clear action steps that senior leadership and managers can take to build a Race Equity Culture. Moving to Action on Board Diversity | Center for Nonprofit Excellence | 2018. Have started to gather data about race disparities in the populations they serve. Leadership for Educational Equity: Analyzed disaggregated program data to identify how many people of color participated in external leadership programs about running for elected office. Steps outlined in the 'How to Get Started' section will help readers whose biggest question is "Where do I begin?
Your foundation does not squarely see racial equity as your target work but understands its importance. Our research found that most nonprofit and philanthropic organizations acknowledge the need for "equity" for the populations they serve (black and brown communities in many cases), yet don't have explicit language on the significance of race equity, nor do they fully realize the extent to which their systems, processes, and values create a state of inequity within the organization, driving inequity outside of it: across the sector, in the communities they serve and in society broadly. Data: Assess achievement of social inclusion through employee engagement surveys. And the complex issues and dynamics at the intersection of race, class, gender, and sexuality call for deeper thinking as we seek to understand each other. To learn more about how these trackers help us. Rick Moyers, Chronicle of Philanthropy. Program data should also be disaggregated and analyzed by race.
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