SO YOU WANT TO HIRE AN EQUITY CONSULTANT- PART 1
Leaders find the process of hiring a race equity consultant to be fraught with challenges. So many organizations make critical missteps in the process that Fakequity wrote a blog about how not to screw it up. The increasing number of training and capacity building options available, the complexity of assessing organizational readiness, the question of when and with whom to begin the work: Individually and collectively, these issues can lead to months (sometimes years) of delays. This leads to a type of “analysis paralysis” that practitioners recognize as a means of tactically avoiding beginning the work itself.
HOW TO LOSE/RETAIN DIVERSE LEADERS IN 365 DAYS
Organizations have a feverish obsession with getting diverse talent in the door. In the past year, Guidestar and NonProfit Quarterly published pieces underscoring the importance of recruiting leaders of color to the non-profit sector, but little has been said about retaining leaders of color, and even less about why so many leaders of color leave. It turns out there’s a secret to losing diverse talent. It takes daily effort, but with consistency, incorporating these seven components within your organization will send leaders of color packing (depending on what you do or don’t).
THE ROLE OF SENIOR LEADERS IN BUILDING A RACE EQUITY CULTURE
Utilizing research from Awake to Woke to Work: Building a Race Equity Culture, Kerrien Suarez, published an article in Bridgespan on senior leadership’s role in building a race equity culture.
“To build an organizational culture that embraces racial equity, senior leaders need to set the tone and drive progress of the work.” -Kerrien Suarez, Director of Equity in the Center
HOW NONPROFITS CAN ADDRESS THEIR OWN BIASES TO BUILD BETTER DIVERSITY
In a feature piece on addressing racial inequity in organizations, Fast Company highlighted research from Awake to Woke to Work: Building a Race Equity Culture.
“While people of color make up 40% of nonprofit employees, they account for only 10% of CEOs and board chairs, and just 16% of all board members. Those numbers have stayed steady in recent years, despite that fact that people of color typically express more interest than their white counterparts in achieving executive level roles in the sector.” -Ben Paynter, Fact Company
AWAKE TO WOKE TO WORK: BUILDING A RACE EQUITY CULTURE PUBLICATION
This publication is the culmination of the Equity in the Center’s research, which illustrates in detail how organizations can move through the Race Equity Cycle by activating specific organizational levers. Awake to Woke to Work: Building a Race Equity Culture provides insights, tactics, and practices social sector organizations can and have used to measurably shift organizational culture, operationalize equity, and move from a dominant organizational culture to a Race Equity Culture.
RECESS, ELECTIONS, AND RACE, OH MY!
On a new Independent Sector podcast, Kerrien Suarez, Director of Equity in the Center, discussed Awake to Woke to Work: Building a Race Equity Culture!
“I love the guide. I read it cover to cover, and thought it was so practical and easy to understand.” – Kristina Gawrgy Campbell, Director of Strategic Communications & Public Relations at Independent Sector
“We are all figuring this out, and unless leaders and organizations are willing to be a bit vulnerable by sharing their mistakes and their challenges, we are not going to advance [race equity] as quickly as we otherwise might.” – Kerrien Suarez on encouraging more sharing of stories of race equity work.
INFOGRAPHIC: BUILDING A RACE EQUITY CULTURE
The Race Equity Cycle framework we’ve developed outlines how organizations move from “Awake” (focused on diversity) to “Woke” (focused on building inclusion) to “Work” (focused on driving race equity internally and externally), by manipulating specific organizational levers that build momentum and success through the cycle. These levers include: senior leaders, managers, data, organizational culture, learning environment, board of directors, and communities.
ACTION PLAN FORM
Our Equity in the Center Action Commitment Form can be used by individuals who want to both identify for themselves, where their organization is on the Race Equity Cycle, as well gives space for individuals to think through at least three specific actions they can take within their organizations to center race equity in their work.
DATA WALK SLIDES
Data and statistics on the racial leadership gap in the Social Sector.
HOW TO GET FROM TRANSACTIONAL TO ACCOUNTABLE ON DIVERSITY, EQUITY, AND INCLUSION
In this interview with Independent Sector,Kerrien Suarez, Director of Equity in the Center, answers questions about creating a culture focused on diversity, equity, and inclusion, and how Equity in the Center’s work is trying to help shift efforts in the sector to center race equity.
WOKE IS AN ACTION WORD
Kerrien Suarez, Director of Equity in the Center, was recently featured in both a podcast and a blog hosted by Independent Sector. Equity in the Center, a project of ProInspire, is a collaborative initiative to shift mindsets, practices, and systems to increase equity within the sector.
In the Podcast, Woke Is an Action Word, Kay discusses why diversity, equity, and inclusion are key priorities for social sector leaders and organizations, and how Equity in the Center’s collaborative approach is poised to make a difference.