At the "work" stage, a race equity lens is applied to all aspects of the organization, with a focus on internal and external systems change. Please note that all functional areas within organizations are welcome, including trustees. 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. If boards are so dissatisfied with their racial makeup, why is so little being done to improve these numbers? And action is needed, because decades of evidence show the value of diverse boards and suggests that diversity won't happen without intentionality. Our research found that the key to doing so is culture.
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Awake To Woke To Work Report
Instead, they need to purposely seek individuals who might never hit the radar of a traditional search. Select sessions from the Center for Non-Profits' 2020 Virtual NJ Non-Profit Conference, December 2-3, 2020: - The opening plenary session: opening remarks from Linda Czipo, President & CEO of the Center for Non-Profits and messages from Governor Phil Murphy; Calvin Ledford, President of the PSEG Foundation; Maisha Simmons, Director of New Jersey Grantmaking, Robert Wood Johnson Foundation; Cory Booker, United States Senator from New Jersey; and the keynote address by David Campt, Ph. February 9, 2022 @ 1:00 pm - 3:00 pm. Policies & Processes: Engage everyone in organizational race equity work and ensure that individuals understand their role in creating an equitable culture Thread accountability across all efforts to support and sustain a racially equitable organization. We believe that social sector organizations are better able to do this work effectively and with authenticity when they are led by boards that are. Disaggregate internal staffing data to identify areas where race disparities exist, such as compensation and promotion. Internal change around race equity is embraced. We want this publication to be accessible and actionable for everyone working in the social sector — regardless of the size of their organization, the scale of their impact, or where they find themselves and their organizations on the spectrum of Awake to Woke to Work. 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. Read More on NCAN blog: More in "New Resources". These are some of the ways I describe myself. 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. 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.
Review compensation data across the organization (and by staff levels) to identify disparities by race (and gender). When salary disparities by race (or other identities) are highlighted through a compensation audit, staff being underpaid in comparison to peers receive immediate retroactive salary corrections. Developing truly diverse and inclusive boards is a critical step toward achieving these goals. Learning Outcomes: - Understanding of Equity in the Center's Race Equity Cycle Framework and Awake to Woke to Work: Building a Race Equity Culture. Policies & Processes: Share the organization's commitment to DEI as part of the onboarding process of new employees. The Face of Nonprofit Boards: A Network Problem | Tivoni Devor, manager of partnerships and outreach, Urban Affairs Coalition (Nonprofit Quarterly). 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. Ground your organization in shared meaning around race equity and structural racism. 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. Understanding the seven levers, a set of management and operational best practices that have successfully helped organizations shift culture from Awake to Woke to Work. Why Money Shouldn't Trump Mission When Choosing Board Members | Chronicle of Philanthropy | Isa Catto | 2018. 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.
Awake To Woke To Work Equity In The Center
These survey results leads one to think it must at least partially be connected to how board members are recruited. "Awake to Woke to Work: Building a Race Equity Culture" is a free training for companies and nonprofits looking to shift organizational culture toward race equity. Can illustrate, through longitudinal outcomes data, how their efforts are impacting race disparities in the communities they serve. 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. A new report compares California's reputation as a diverse, progressive bastion to the hiring and treatment of people of color in its nonprofits.
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. 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. Illustration by Julie Stuart. 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.
Awake To Woke To Word Converter
We're ready for this work; are you? And how they work, refer to the cookie policy. In this article, we build from there for an organization that knows what board members need to do, and as a result, who they might need to be. 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. Some are already well along in their racial equity journey, and others are just beginning. We will provide: - An overview of Race Equity Cycle Framework. By building a Race Equity Culture within organizations and across the social sector, we can begin to dismantle structural racism.
Annie E. Casey Foundation. Building Movement Project's Race to Lead series of reports, launched last year, debunks the myth of the talent pipeline in the social sector. Equity in the Center addresses a gap in philanthropic and nonprofit organizations' current diversity, equity, and inclusion practice: The absence of sector-validated organizational development and change management best practices to shift mindsets, tactics, and systems that drive racial and ethnic diversity at all levels. This 34 page pamphlet offers detailed examples for organizational change to build a race equity culture, by understanding the role of levers for change. Find out in this exclusive webinar. Are responsive to encouragement by staff to increase diversity in the organization. There is no cost, but pre-registration is required.
Awake Woke Work
You may review and change your preferences at any time. 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. It is only one step in a much longer, intentional commitment to advancing diversity, equity, inclusion and belonging within non-profits and in society at large. Communities are treated not merely as recipients of the organization's services, but rather as stakeholders, leaders, and assets to the work. Start looking at your numbers. 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. 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. 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. We have bold goals for this work. 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. Equity in the Center is an initiative to influence social sector leaders to shift mindsets, practices and systems to achieve race equity. Moving to Action on Board Diversity | Center for Nonprofit Excellence | 2018. KGC: Who is the intended audience for your report and why?
This fall, Equity in the Center will also rebrand and adopt a new name, so stay tuned. 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. References are included in the document. 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. Read what BLF attendees shared in discussion groups following. Their comprehensive data, in addition to a significant body of race equity work to which many members of our Advisory Committee contributed in the last 20+ years, meant we did not have to make the case for structural racism as a driver of the racial leadership gap or systemic institutional inequities that characterize the social sector. Race equity must be centered as a core goal of social impact across the sector in order to achieve our true potential and fulfill our organizational missions. 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. Whether in the hiring of the executive, the determination of strategy, the allocation of resources, or the goal of serving the community with authenticity, the board's leadership on diversity, inclusion, and equity matters.
Awake To Woke To Work Training
Define and communicate how race equity work helps the organization achieve its mission. Organizations need to make recruitment a more holistic, intentional process, champions of diversity say. 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. The result is that nonprofit organizations led by people of color receive less money than those led by whites, and philanthropy ends up reinforcing the very social ills it says it is trying to overcome. The "awake" stage is classified as an organizational commitment to hiring diverse staff and recruiting board members from different race backgrounds. These sessions will be facilitated by EiC Managing Director and Lead Researcher Ericka Hines. Continuous improvement in race equity work is prioritized by requesting feedback from staff and the community. Racial Equity Tools has created a glossary of terms to create a shared understanding of words to enhance the way we talk about race. This journey of change pushes organizations to become more committed, more knowledgeable, and more skilled in analyzing race, racism, and race equity, and in placing these issues at the forefront of organizational and operational strategy. Year Up: Created a design team of a cross-section of staff that was diverse in terms of race and function. North America / United States. Evaluate hiring and advancement requirements that often ignore system inequities and reinforce white dominant culture, such as graduate degrees and internship experience. Name race equity work as a strategic imperative for your organization. Nonmembers: $200 per session or $950 for the full series.
You can consent to the use of such technologies by closing this notice. We convened nonprofit and philanthropic leaders last year for bold]conversations on the tactics, policies, and processes that effectively drive action on inclusion and equity. You can find research and examples of organizations similar to yours that have done race equity work and shared their learnings.