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In order for organizations to effectively drive race equity on the outside, they need to get right on the inside. 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. We believe that all of them have relevance to the work of nonprofit boards of all kinds. The "awake" stage is classified as an organizational commitment to hiring diverse staff and recruiting board members from different race backgrounds. And action is needed, because decades of evidence show the value of diverse boards and suggests that diversity won't happen without intentionality. Building Movement Project's Race to Lead series of reports, launched last year, debunks the myth of the talent pipeline in the social sector. First, we focused on organizational culture as a driver of inequity sector-wide. These sessions will be facilitated by EiC Managing Director and Lead Researcher Ericka Hines. Koya Partners, The Governance Gap. EiC recently published Awake to Woke to Work: Building a Race Equity Culture, which details management and operational levers that organizations can utilize to transform culture. By building a Race Equity Culture within organizations and across the social sector, we can begin to dismantle structural racism.
By Kerrien Suarez, Executive Director and Ericka Hines, Managing Director & Lead Researcher. Join us to: - Hear an overview of Race Equity Cycle Framework. 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. 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. Establish a shared vocabulary. Kerrien Suarez, Director, Equity in the Center (EiC). Even in the absence of a defined path, there are actionable steps your organization can take to launch its race equity work. You can follow her on Twitter at @klrs98 and @equityinthectr.
Director of Inclusion, American Alliance of Museums. In this publication, Equity in the Center illustrates how organizations can move toward a Race Equity Culture, one in which one's race has no influence on how one fares in society. Current NCG, SCG, and SDG members, eligible non-members, and nonprofits. Expenditures on services, vendors, and consultants reflect organizational values and a commitment to race equity. Note: Your data is kept confidential and will only be shared in de-identified, aggregate ways, in order to show patterns and trends. As a sector, we must center race equity as a core goal of social impact in order to fulfill our organizational missions. Join us to gain support for bold conversation on the cases, tactics and tools that will drive action to combat structural racism in the philanthropic sector.
2022 Annual Report from the Mayor's Office of Civic Engagement and Volunteer Service. 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. Staff, stakeholders, and leaders are confident and skilled at talking about race and racism and its implications for the organization and for society. The first module is training on the Race Equity Cycle framework for organizational transformation. Presented by Equity in the Center Executive Director Kerrien Suarez, this two-part session will engage and support your foundation's leadership and management teams in bold conversation on the tactics and tools that will drive action to combat structural racism within your organization's culture. Hold race equity as a north star for your organization. Divisions along economic, racial, religious, and political lines have created an increasingly polarized society in need of healing. How to Make Socioeconomic Diversity a Priority in Your Board Search | Drew Lindsay, The Chronicle of Philanthropy. Two of the levers, Organizational Culture and Senior Leaders, are crucial for building a Race Equity Culture at Work. Registration will include both days and will be capped at 100 people. 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.
Presented by Kerrien Suarez of Equity in the Center. Participants will learn about the Race Equity Cycle framework, as well as the management levers organizations use to measurably shift organizational culture toward race equity. What does a true Race Equity Culture look like, and what benefits will accrue to your staff, systems, stakeholders, and community served? 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. Anne Wallestad, BoardSource President & CEO, at BoardSource Leadership Forum in 2017. 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. Equity in the Center's research is designed to support leaders as they build and expand their organization's capacity to advance race equity. Believe that diverse representation is important, but may feel uncomfortable discussing issues tied to race.
The Face of Nonprofit Boards: A Network Problem | Tivoni Devor, manager of partnerships and outreach, Urban Affairs Coalition (Nonprofit Quarterly). 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. 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. May 3, 2021 @ 2:00 pm - 4:00 pm. Prioritize an environment where different lived experiences and backgrounds are valued and seen as assets to teams and to the organization. KS: Our second annual Equity in the Center Summit is October 9-10, 2018 in Baltimore, Maryland, and we hope readers will join us for plenary and working sessions designed to provide greater insight into our research and the experiences of leaders and organizations engaged in this work nationally. Evaluation efforts incorporate the disaggregation of data in order to surface and understand how every program, service, or benefit impacts every beneficiary. Define and communicate how race equity work helps the organization achieve its mission.
What if the beneficiaries of the hardworking organizations that foundations serve were represented among foundation leadership? D., Founder and Principal of The Dialogue Company. As an independent consultant, she managed strategic and implementation planning projects for ProInspire, UNCF, National Black Child Development Institute, National Center for Children in Poverty and Martha's Table.
Rick Moyers, Chronicle of Philanthropy. BoardSource Webinar: The Declining Diversity of Nonprofit Boards and What to Do About It | The Nonprofit Quarterly | 2017. What's in the publication? 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. 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. Thoughtful consideration of the questions in this article can help your board move beyond good intentions to develop an action plan. Stay Current in Philly's Higher Education and Nonprofit Sector.
Emphasizing diversity when selecting board members should also include economic diversity. KGC: What is the primary thing that you want an individual working in racial equity to get out of this report? 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. The comparative statistics shown in Leading with Intent: 2017 Index of Nonprofit Board Practices tell a different story.
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