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Steps outlined in the 'How to Get Started' section will help readers whose biggest question is "Where do I begin? If foundations and nonprofits are to fulfill their social missions, they need to build organizational cultures that are focused on proactive actions designed to dismantle structural racism and inequities both inside and outside their organizations, a report from Equity in the Center, a project of ProInspire, argues. Find out in this exclusive webinar. Hold yourself and your leadership accountable for this work. 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. The Role of Levers in Building a Race Equity Culture. We will, however, make every effort to add resources from the Open Forum to this publicly accessible page as they become available. 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. Nonmembers: $200 per session or $950 for the full series. 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. 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. How to Make Socioeconomic Diversity a Priority in Your Board Search | Drew Lindsay, The Chronicle of Philanthropy. Only then will we truly live up to our missions to serve the common good.

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We believe that all of them have relevance to the work of nonprofit boards of all kinds. They experience significant disadvantages in education, economic stability, health, life expectancy, and rates of incarceration. It is a critical issue. KS: We want individuals to feel inspired, encouraged and better equipped for action after reading our publication. 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. A new report compares California's reputation as a diverse, progressive bastion to the hiring and treatment of people of color in its nonprofits.

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This includes a formal race equity evaluation of processes, programs, and operations. 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. Leadership for Educational Equity: After a four-month pilot, executive coaching program for VPs expanded to a year-long investment. Also, as we receive feedback from the field, we'll refine our Race Equity Cycle research. Other Articles & Perspectives. 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. 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. Equity in the Center is now using a tiered pricing model to better align with best practices among equity-focused organizations. 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). Please note that the Open Forum is only available to members of IPMA-HR. Rather than let this uncertainty impede your progress, move forward with the knowledge that it is normal. Organizational Culture Lever. Equity in the Center, Awake to Woke to Work: Building a Race Equity Culture.

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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. 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. 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. It is practical and actionable for CEOs, board members, managers, and junior professionals. Place responsibility for creating and enforcing DEI policies within HR department. 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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PERSONAL BELIEFS & BEHAVIORS. Envisioning a Race Equity Culture. If you require any accommodations to fully participate in this program, please contact [email protected]. Current NCG, SCG, and SDG members, eligible non-members, and nonprofits. At this webinar... - Participants will be introduced to research and resources provided by Equity in the Center to support leaders and organizations in advancing race equity. Learn about management and operational levers that can shift organizational culture toward race equity. There are no preconditions other than curiosity and a desire for change. VPs receive coaching about diversity/inclusion to help improve their team and organizational leadership. Team met regularly for "deep dives" to improve DEI knowledge.

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One event on February 23, 2022 at 1:00 pm. We also provide brief examples of how organizations have put these levers into practice to achieve success in building a Race Equity Culture. BoardSource Finds a New Platform for Action in the Face of Declining Diversity | Nonprofit Quarterly | Ruth McCambridge and Cyndi Suarez | 2017. Open a continuous dialogue about race equity work. 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. KS: In one word, everyone. We want them to understand that while the work required to build a Race Equity Culture is challenging, race equity in organizations, communities, and society is our shared and guiding vision. 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. Presented by Kerrien Suarez of Equity in the Center. Review compensation data across the organization (and by staff levels) to identify disparities by race (and gender). How do organizations move through the Race Equity Cycle to build a Race Equity Culture? Donor Stories: Grantmaking that is "With" and not "For" | Center for Effective Philanthropy | 2018. First, we focused on organizational culture as a driver of inequity sector-wide.

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Blog by Yvette Murry, CEO, YRM Consulting. The goal in this stage is simple representation. Resource type: Topic(s): Presenter: Kerrien Suarez. 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.

American Conference on Diversity. Take responsibility for a long-term change management strategy to build a Race Equity Culture. The primary goal is representation, with efforts aimed at increasing the number of people of different race backgrounds.

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