Where You May Put A Pin On A Suit Crossword Clue Daily Themed Mini Crossword » - Foundations Of Racial Equity 2022 | Session 6: Awake To Woke To Work - A Framework For Racial Equity In Your Organization

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Building Movement Project's just-released leadership report (June 2017), "Race to Lead: Confronting the Racial Leadership Gap, " highlights what many of us know: The nonprofit sector is experiencing a racial leadership gap. In this training series, we'll provide participants with opportunities to explore the foundations of racial equity, and the ways systemic anti-Black racism most commonly plays out in philanthropy. Based on findings from Equity in the Center's research, Awake to Woke to Work: Building a Race Equity Culture, this webinar discusses how to operationalize equity, and build a Race Equity Culture within co-ops. Racial Equity Tools Glossary | Racial Equity Tools | MP Associates | Center for Assessment and Policy Development, and World Trust Educational Services | 2019. 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. The webinar, presented by the Community Foundation for the Land of Lincoln, Forefront and Junior League of Springfield, will be held on Tuesday, May 12 from 6:30-8 p. m. Kerrien Suarez, executive director of Equity in the Center, will explore key findings on how to operationalize equity and build an equity-aware culture within organizations, showing key research findings as well as best practices. An awareness of how systemic inequities have affected our society and those an organization serves enables boards to avoid blind spots that can lead to flawed strategies, and creates powerful opportunities to deepen the organization's impact, relevance, and advancement of the public good. This involves internal and external systems change and regularly administering a race equity assessment to evaluate processes, programs, and operations. Readers should know that regardless of whether their organization is Awake, Woke, or at the Work stage of the Race Equity Cycle, there are immediate, actionable steps to take to advance their work now. Yet, as my experience in the nonprofit sector has deepened, I have discovered that many board leaders describe me a different way: I am a unicorn.

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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. Council of Michigan Foundations. 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. We believe that all of them have relevance to the work of nonprofit boards of all kinds. May 3, 2021 @ 2:00 pm - 4:00 pm. Evaluation efforts incorporate the disaggregation of data in order to surface and understand how every program, service, or benefit impacts every beneficiary. 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. These survey results leads one to think it must at least partially be connected to how board members are recruited. BoardSource, Leading with Intent. Blogs and Conversation Starters. How do organizations move through the Race Equity Cycle to build a Race Equity Culture? You can register for the full series at a discounted price or the individual sessions of your choice.

Boards that cultivate an inclusive culture ensure that all board members are encouraged to bring their perspectives, identity, and life experience to their board service. 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. 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. "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. Following Annie E. Casey Foundation's Talent Pipelines Learning Lab in 2015 (which was led by Ashley B. Stewart), ProInspire, AmeriCorps Alums, and Public Allies launched Equity in the Center to shift mindsets, practices, and systems around race equity. Registration will include both days and will be capped at 100 people. In collaboration with over 120 experts in the fields of DEI and race equity, we provide insights, tactics, and best practices to shift organizational culture and operationalize equity. Start looking at your numbers. 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. Organizations need to make recruitment a more holistic, intentional process, champions of diversity say. 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. POLICIES & PROCESSES. Want to play an active role in advancing race equity in your organization. If you have any questions or concerns, please email workshops {at} equityinthecenter(.

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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. Get the research that drives Equity In The Center data! Visit Equity in the Center's website to download the full publication and learn more about the project.

Recommended additions are welcome and appreciated. We will provide: - An overview of Race Equity Cycle Framework. KGC: Who is the intended audience for your report and why? Continuous improvement in race equity work is prioritized by requesting feedback from staff and the community. Are learning to address challenges that occur in diverse environments as a result of unconscious biases and microaggressions that create conflict and resentment among staff. 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.

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Current NCG, SCG, and SDG members, eligible non-members, and nonprofits. It's time for words to be backed up by action to improve board diversity, according to BoardSource's CEO. We recognized that for organizations of color, women's organizations, immigrant organizations, and others, demographic diversity may be inappropriate, or framed differently. 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 outlines the need for building a Race Equity Culture in social sector organizations and supports organizations with starting, maintaining, and advocating for race equity. There are no preconditions other than curiosity and a desire for change. California's Nonprofits Still Not Quite Diverse, Despite Leading The Nation | Fast Company | 2018. Identify race equity champions at the board and senior leadership levels. First, we focused on organizational culture as a driver of inequity sector-wide. 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.

The nonprofit rate is $25 per person, $100 for a group of five or $200 for a group of six – 10 people. Our research found that the key to doing so is 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. An inclusive board culture welcomes and celebrates differences and ensures that all board members are equally engaged and invested, sharing power and responsibility for the organization's mission and the board's work. KS: In one word, everyone. You will learn more about specific tactics, strategies, and best practices to operationalize racial equity.

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Learn more and register here. Why Money Shouldn't Trump Mission When Choosing Board Members | Chronicle of Philanthropy | Isa Catto | 2018. VPs receive coaching about diversity/inclusion to help improve their team and organizational leadership. Centering race equity as a core goal of social impact is our long-term goal, and it is our belief that building a Race Equity Culture in nonprofit and philanthropic organizations will generate meaningful progress toward it. For individuals, the cost for both modules is $150. Hold race equity as a north star for your organization. Please note that the Open Forum is only available to members of IPMA-HR. A management consultant with 20 years of experience, Kerrien led engagements to refine programs and scale impact for national nonprofits--including The First Tee and AARP ExperienceCorps--while at Community Wealth Partners. We acknowledge and recognize that Philanthropy California members exist on a spectrum. Kerrien Suarez, Director, Equity in the Center (EiC). The report's thesis is clear: "In a sector focused on improving social outcomes across a wide range of issues, we need only look within our own organizations to understand why we have not yet achieved the depth of change we seek.

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. Divisions along economic, racial, religious, and political lines have created an increasingly polarized society in need of healing. BoardSource's Leading With Intent report shows that diversity has actually declined on nonprofit boards. Learn about case examples of how organizations move through the Race Equity Cycle. Cost to Participate.

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We cannot shift systems or our organizations without understanding how we got here, nor without looking at ourselves, at our relationships, and at our organizations themselves. Hold yourself and your leadership accountable for this work. KGC: This report is incredibly unique in that it dives right into the tools needed to create a race equity culture, while not spending so much time making the case. 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. And action is needed, because decades of evidence show the value of diverse boards and suggests that diversity won't happen without intentionality. 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. Regularly discuss issues tied to race and recognize that they are on a personal learning journey toward a more inclusive culture. In organizations, our research identified seven management and operational levers organizations can push to shift culture toward race equity. Achieving race equity is a fundamental element of social change across every issue area in the social sector. 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. Envisioning a Race Equity Culture.

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. In doing so, we must also acknowledge that a climate of growing intolerance and inequity is a challenge to our democratic values and ideals. Organizations should examine staff engagement, performance, and compensation data by race, at all staff levels.