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. Blogs and Conversation Starters. 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. Too often, charities do casual searches that rely on scanning candidates' credentials and tapping board members' personal networks. How to stay awake when tired at work. It moves beyond special initiatives, task force groups, and check-the-box approaches into full integration of race equity in every aspect of its operations and programs. 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. What's in the publication? Visit for more information, also see his blog, 12 Do's and Don'ts for Effective Persuasion and the other resources on his sites. ) Establish a shared vocabulary. 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. Other Articles & Perspectives.
As a sector, we must center race equity as a core goal of social impact. Our team will conduct some new research this year, focusing on the development of narrative and multimedia cases that tell stories of leaders and organizations building a Race Equity Culture. 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. AWAKE to WOKE to WORK: Building a Race Equity Culture. The first module is training on the Race Equity Cycle framework for organizational transformation. Identify organizational power differentials and change them by exploring alternative leadership models, such as shared leadership.
Anne Wallestad, BoardSource President & CEO, at BoardSource Leadership Forum in 2017. We have bold goals for this work. The closing plenary discussion, "How Philanthropies and Non-Profits Can Advance Equity and Anti-Racism, " moderated by Dr. Campt with panelists Tanuja Dehne, President & CEO, Geraldine R. Dodge Foundation; Erik Estrada, Community Manager, Community Foundation of South Jersey; Taneshia Nash Laird, President & CEO, Newark Symphony Hall; and Rick Thigpen, Chairperson, PSEG Foundation. Donor Stories: Grantmaking that is "With" and not "For" | Center for Effective Philanthropy | 2018. Awake to Woke to Work: Building a Race Equity Culture | VAWnet. Visit the IPMA-HR Open Forum for additional discussions between members regarding other municipalities questions, plans, and policies moving forward. 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. Cultural norms and practices exist that promote positive and culturally responsible interpersonal relationships among staff.
Wherever you are on your journey, we invite you to consider whether this entire series or individual sessions within it, will support you in making progress on your anti-racism journey. The James Irvine Foundation. This publication is relevant for you if you: - Have some awareness that race equity is essential to driving impactful change within 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. Foster a positive environment where people feel they can raise race-related concerns about policies and programs without experiencing negative consequences or risking being labeled as a troublemaker. KS: We felt that the biggest need, and the most meaningful contribution we could make to the field, was a resource to help social sector leaders and organizations shift momentum from theory and good intentions to explicit action that drives race equity. Racial Equity and Philanthropy: Disparities in Funding for Leaders of Color Leave Impact on the Table | The Bridgespan Group | Cheryl Dorsey, Jeff Bradach, Peter Kim | 2020. Data: Assess achievement of social inclusion through employee engagement surveys. In order for organizations to effectively drive race equity on the outside, they need to get right on the inside. 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. Awake to woke to work every day. While issue-specific dynamics play an important role in driving social impact (e. g., public policy around affordable housing or the elimination of food deserts to create access to nutritious foods), the thread of structural racism runs through almost every issue faced by the U. S. social sector.
You can consent to the use of such technologies by closing this notice. Our priority is to continue developing tools, resources, and case examples that illustrate the complexity of this work at each stage of the Race Equity Cycle. How to wake up when tired at work. Registration will include both days and will be capped at 100 people. Customise your preferences for any tracking technology. Achieving race equity is a fundamental element of social change across every issue area in the social sector. BoardSource just released its report on board diversity, and the statistics are frustrating, disappointing, and somewhat anger-inducing… lack of diversity on boards is no longer just annoying. Leadership for Educational Equity: Sets and communicates goals around diversity, equity, and inclusion across all programming.
Nonprofit Quarterly. 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. Program Specialist, GEO. Why did you take this approach?
In short, the Awake stage is focused on people and representation, the Woke stage is focused on culture and inclusion, and the Work stage is focused on systems change and evaluation. Presented by Kerrien Suarez of Equity in the Center. You may review and change your preferences at any time. Find out in this exclusive webinar. KGC: Tell us a little bit about the genesis of this report. Kerrien's focus on diversity, inclusion, and equity developed through work with Surge Institute, Camelback Ventures, EdFuel and National Black Child Development Institute, where she supported emerging and established leaders and social entrepreneurs of color. And while the impact will look and feel different at each stage of the Race Equity Cycle, we believe that all three stages mutually reinforce each other. You can register for the full series at a discounted price or the individual sessions of your choice. Awake to Woke to Work: Building a Race Equity Culture-Equity in the Center : Upcoming Events : News & Events : New York State Coalition Against Domestic Violence. 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. Use these stories to start the conversation about race equity within your team, and discuss how the approaches of other organizations might apply to your work. The seven levers identify where and how individuals can focus these efforts.