Awake To Woke To Work
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. A project of ProInspire, EiC envisions a future where nonprofit and philanthropic organizations advance race equity internally while centering it in their work externally. Ground your organization in shared meaning around race equity and structural racism. Establish a shared vocabulary. We will continue to share our progress, learnings and resources along the way. Program data should also be disaggregated and analyzed by race. You will learn more about specific tactics, strategies, and best practices to operationalize racial equity. Equity in the Center, Awake to Woke to Work: Building a Race Equity Culture.
Awake To Woke To Working
Overcoming the Racial Bias in Philanthropic Funding | Stanford Social Innovation Review | Cheryl Dorsey, Peter Kim, Cora Daniels, Lyell Sakaue & Britt Savage | 2020. Host a lunch about race equity efforts for your team, or for individuals who are invested in your organizational cause, and secure an external facilitator to ensure discussion is both objectively and effectively managed. AWAKE to WOKE to WORK: Building a Race Equity Culture. Analyze disaggregated data and root causes of race disparities that impact the organization's programs and the populations they serve. 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. "Is Your Board Ready to Intentionally Embrace EDI? " After leading Points of Light's corporate consulting practice for six years, she is now responsible for developing content and innovative learning opportunities to advance the corporate citizenship sector.
Awake To Woke To Work Framework
First, we focused on organizational culture as a driver of inequity sector-wide. You can follow her on Twitter at @klrs98 and @equityinthectr. Emphasizing diversity when selecting board members should also include economic diversity. This involves internal and external systems change and regularly administering a race equity assessment to evaluate processes, programs, and operations. Only then will we truly live up to our missions to serve the common good. Equity in the Center (EiC) is hosting open enrollment working sessions on its "Awake to Woke to Work: Building a Race Equity Culture" research. Council of Michigan Foundations. As the decision-making body at the highest level of organizational leadership, boards play a critical role in creating an organization that prioritizes, supports, and invests in diversity, inclusion, and equity. Are responsive to encouragement by staff to increase diversity in the organization.
Awake To Woke To Work On Myself
Anti-Black racism and white supremacy are embedded in philanthropy and in our institutions, often invisible to the majority of us, even as we work with intention towards equity and justice. Have a critical mass of people of color in leadership positions. 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. 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. Race Equity at Work.
In addition to convening, our team conducted secondary research to validate our theory and tools, including an extensive literature review and in-depth interviews with organizations that successfully shifted organizational culture toward race equity. Personal Beliefs & Behaviors: Are aware that a white dominant workplace culture exists, but expect people to adhere to dominant organizational norms in order to succeed. 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). To help us achieve the features and activities described below. Building Movement Project's Race to Lead series of reports, launched last year, debunks the myth of the talent pipeline in the social sector. It's time for words to be backed up by action to improve board diversity, according to BoardSource's CEO. The following allows you to customize your consent preferences for any tracking technology used. This includes a formal race equity evaluation of processes, programs, and operations. Use a vetting process to identify vendors and partners that share their commitment to race equity. BoardSource's Leading With Intent report shows that diversity has actually declined on nonprofit boards. You can find research and examples of organizations similar to yours that have done race equity work and shared their learnings. David and Lucile Packard Foundation.