Accidents Are More Likely To Happen – Awake To Woke To Work
7 Four-Wheel Drive Rollovers. "It's a significant factor, " the NHTSA's Tyson says. The most prevalent factor in accidents. It's the result of comprehensive federal studies on the effects of alcohol and how it contributes to accidents. We also sourced studies from University of California at Berkeley's Traffic Safety Center, which researches motor vehicle collisions and how to avoid them. More than 670 people lost their lives on Colorado's roadways in 2021—the most deaths in almost 20 years.
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Students who admitted to frequent texting were also more likely to engage in other risky driving behaviors, such as drinking. When negligence plays a role in a car accident, the injured party may choose to sue the at-fault driver for damages such as medical expenses, lost wages, and pain and suffering. The drivers of these accidents are mostly males who are under 25 and usually under the influence of alcohol. This is the biggest site for sideswipes, scraping, and full-on side collisions! Lack of Truck Maintenance-. A lot of trucks transport liquids like gas or oil. Car accidents are all too common and all too dangerous. Accidents are more likely to happen in. According to the Federal Bureau of Investigation, in 2019, approximately 81% of people arrested for drunk driving were men.
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When you find yourself in one of these ghastly scenarios, by the time you see the damage done to your vehicle, the worst is already over, and it's imperative that you get your vehicle to a Salt Lake collision repair shop as soon as possible. Getting behind the wheel after drinking could result in you getting arrested, having your license suspended, serving jail time, being assigned community service, and paying fines. Where Are You Most Likely to Get in an Accident. If you've been injured in a car accident that was caused by another driver's negligence, it's time to consult with an experienced car accident attorney in Indiana. During this time, it could be very difficult to scan the entire road, look at all the cars next to you, and pay attention to the speed limit. Weekends--when the greatest number of people are on the road--predictably see the highest numbers of crash victims, with a combined average of 143 deaths for Saturday and Sunday, according to the IIHS. Alcohol is a depressant that affects the central nervous system. Vehicle Safety Tests Have Excluded Women In The Past.
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The two most important steps you can take to help you stay safe during every mile of your drive are to ensure that everyone in your vehicle is buckled up and to stay focused on the task at hand – driving safely. Accidents were only slightly more likely to occur during dusk, with a difference of 333 crashes: - Dawn – 1, 001 crashes. In 2018, 36, 560 people died in vehicle accidents in the US. Find your best car insurance rate by comparing car insurance quotes from 30+ providers in a single search. The Third Location May Surprise You. Quiz: When Is a Car Accident More Likely to Happen? - InsuranceHotline.com. Any time cars have an increased chance of contact with other vehicles, there will be more accidents—no matter the speed! Weekend and night driving. This negligence can be traced to either its owner, a mechanic, or the manufacturer. An important study conducted by Progressive Insurance (and reported on by Autoweek) found that approximately 52 percent of all car accidents occur within about five miles of one's home, and a full 77 percent occur within 15 miles. While turns, intersections, parking lots, and anywhere with a mailbox appear as though they would pose the biggest threat to drivers, it is actually the open road where you are most likely to see some damage. However, you may be more nervous about driving on rural or urban roads, depending on your comfort level. In 2014, 17% of drivers between the ages of 16 and 19 who were involved in fatal crashes had a BAC of. When a car accident occurs because someone else acted negligently, drove recklessly or was intoxicated, you may be able to recover damages from the responsible party.
If you or one of your loved ones was injured in an accident due to another driver's careless actions behind the wheel, call Hasbrook & Hasbrook at (405) 605-2426 for a free and confidential legal consultation. Also, involve the police so that an official report of the accident will be made. Semi-trucks and other large vehicles are common on interstate highways and in rural areas. A distracted driver poses a very large threat to everyone on the road. The most likely cause of accidents is. Experiences a side impact from another vehicle in a multi-vehicle crash. A T-Bone accident, which is common at intersections, happens when an automobile is turning another car is going through an intersection. 5 times the vehicle's weight.
KS: In one word, everyone. They experience significant disadvantages in education, economic stability, health, life expectancy, and rates of incarceration. Equity-focused: Boards play a critical role in helping organizations understand the context in which they work and how best to prioritize resources and strategies based on that reality. Team met regularly for "deep dives" to improve DEI knowledge. 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. A member of the Points of Light team since November 2012, Katy serves as Vice President, Business Innovation. 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. 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. She is a graduate of Harvard College and the London School of Economics. 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. Are you a grantmaker interested in learning more about specific tactics, strategies and best practices around race equity? There are no preconditions other than curiosity and a desire for change. 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. Racial Equity Tools has created a glossary of terms to create a shared understanding of words to enhance the way we talk about race.
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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. The more you connect the reasons for doing this work to your mission, vision, organizational values, and strategies, the more critically important it will feel to everyone in the organization, at every level. W. K. Kellogg Foundation. Ensure salary disparities do not exist across race, gender, and other identities through analysis of mandated all-staff compensation audits. These sessions will be facilitated by EiC Managing Director and Lead Researcher Ericka Hines. 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. If you have any questions or concerns, please email workshops {at} equityinthecenter(. There is no cost, but pre-registration is required. 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. 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. This event is sold out. A new report compares California's reputation as a diverse, progressive bastion to the hiring and treatment of people of color in its nonprofits. The Face of Nonprofit Boards: A Network Problem | Tivoni Devor, manager of partnerships and outreach, Urban Affairs Coalition (Nonprofit Quarterly). Are compelled to discuss racially charged events with their staff when they occur, and hold space for their staff to process their feelings without placing undue responsibility on people of color to explain or defend themselves or their communities.
We have bold goals for this work. The primary goal is representation, with efforts aimed at increasing the number of people of different race backgrounds. A new report says that more than 80 percent of nonprofit board members are white, a number that looks remarkably similar to the group's findings from a 1994 index survey. BoardSource Webinar: The Declining Diversity of Nonprofit Boards and What to Do About It | The Nonprofit Quarterly | 2017. This sixth session of the Foundations of Racial Equity series explores Equity in the Center's "Awake to Woke to Work: Building a Race Equity Culture" publication and framework. The Nonprofit Racial Leadership Gap: Flipping the Lens | Cyndi Suarez, senior editor, Nonprofit Quarterly. Why Money Shouldn't Trump Mission When Choosing Board Members | Chronicle of Philanthropy | Isa Catto | 2018. 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.
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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. Leadership for Educational Equity: Created identity-based employee resource groups that invited cross-functional staff to discuss their experiences and identify actions the organization can take to support them. At the "woke" stage, organizations work to create an environment that is not only representative, but truly inclusive. Russell Reynolds Associates. Explore the levers that drive change and the stages that mark transformation using the Race Equity Cycle®. Building Movement Project, Race to Lead. Analyze disaggregated data and root causes of race disparities that impact the organization's programs and the populations they serve. As change agents within philanthropy, we are stretching to become our best selves, rise to the moment, and progress toward racial equity. 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. How to Construct a Race Equity Culture. 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.
KGC: What's next for Equity in the Center? We will, however, make every effort to add resources from the Open Forum to this publicly accessible page as they become available. You want to bolster your anti-racism efforts with content that gives you a foundational and holistic understanding of how racism shows up in philanthropy, and how to make progress towards racial equity in your institution. Please read our Call to Action for a list of tactics we challenge nonprofit and philanthropic leaders to implement as part of our shared work to dismantle racism.
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Ground yourself in the process of building a Race Equity Culture™. Even in the absence of a defined path, there are actionable steps your organization can take to launch its race equity work. How to Make Socioeconomic Diversity a Priority in Your Board Search | Drew Lindsay, The Chronicle of Philanthropy. Open a continuous dialogue about race equity work. 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. Year Up: Created a design team of a cross-section of staff that was diverse in terms of race and function. Kerrien Suarez, Director, Equity in the Center (EiC). The guiding purpose of Philanthropy California's Foundations of Racial Equity (FRE) Series is to provide training for philanthropic practitioners to understand how anti-Black racism and white supremacy influence the field of philanthropy and to provide opportunities for action in your organizations based on what you learn here. The comparative statistics shown in Leading with Intent: 2017 Index of Nonprofit Board Practices tell a different story.
In doing so, we must also acknowledge that a climate of growing intolerance and inequity is a challenge to our democratic values and ideals. Presented by Kerrien Suarez of Equity in the Center. Place responsibility for creating and enforcing DEI policies within HR department. Senior Leaders Lever. D., Founder and Principal of The Dialogue Company. While some of these resources apply to specific sub-sectors (higher education, foundations, etc.
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We compile a weekly email with local events, resources, national conferences, calls for proposals, grant, volunteer and job opportunities in the higher education and nonprofit sectors. Our approach was to build on, not duplicate, the case that colleagues have made for decades, synthesizing existing research to contextualize the need for a Race Equity Culture, and then focus most of the publication on resources, tools, and tactics to build it within organizations. 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. Communities are treated not merely as recipients of the organization's services, but rather as stakeholders, leaders, and assets to the work. Most recently, while at Community Wealth Partners, she led engagements to refine programs and scale impact for national nonprofits, including The First Tee and AARP ExperienceCorps. POLICIES & PROCESSES.
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. Program data should also be disaggregated and analyzed by race. ALL IN Campus Democracy Challenge 2022 Annual Report. Accelerating Nonprofit Board Diversity | Nonprofit HR | 2017. Personal Beliefs & Behaviors: Defined the work of race equity, as well as the organizations needed to understand and embrace it internally, as mission-critical. 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.
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We acknowledge and recognize that Philanthropy California members exist on a spectrum. Resource type: Topic(s): Show a willingness to review personal and organizational oppression, and have the tools to analyze their contribution to structural racism. Overcoming the Racial Bias in Philanthropic Funding | Stanford Social Innovation Review | Cheryl Dorsey, Peter Kim, Cora Daniels, Lyell Sakaue & Britt Savage | 2020. Data: Emphasize increasing diverse staff representation over addressing retention issues. This 34 page pamphlet offers detailed examples for organizational change to build a race equity culture, by understanding the role of levers for change. Get the research that drives Equity In The Center data! Anne Wallestad, BoardSource President & CEO, at BoardSource Leadership Forum in 2017. The goal of the report is to help each organization in the charitable sector chart its own path toward a race equity culture, while being mindful that every individual also comes at this work from various starting points. Other Articles & Perspectives. References are included in the document. Vu Le, Nonprofit AF (blog), Diversity Equity Posts. This includes a formal race equity evaluation of processes, programs, and operations.
Race Equity at Work.