Why are we Talking?

A discussion on Achieving Equity in the Workplace The Talk A discussion on Achieving Equity in the Workplace Rev. Bryan Dalco One Fellowship Church Presentation Compiled by Cuevas Peacock Waco CDC

SMART Objective The objective of this presentation is for participants to be able to clearly define equity, and gain a better understanding of the importance of achieving equitable results through the work of your organization coupled with strategies to support doing so. Share slide

What does it All Mean Diversity? Inclusion? Equity?

What does it All Mean Race Equity Institute For the sake of this presentation and to establish common language use this graphic and the following definitions to define the meaning of each *Share the definitions with the Participants Diversity refers to the wide array of differences among people and their perspectives on the world.  Diversity is an important organizational goal in its own right, but it may or may not be linked to the issue of equity.  A diverse workplace is not necessarily an equitable workplace.  Nor does the presence of people who are diverse necessarily produce decision-making that optimizes results for the groups their diversity reflects.   Inclusion is reflected in the ability of diverse peoples to raise their perspectives authentically, and for those voices to matter and impact decisions, where the organizational culture has been enabled for that to happen.  Inclusion promises a broader view of the world and a more democratic process of decision-making.  Inclusion is an important organizational process goal, but it does not on its own guarantee equity in an organization’s mission-critical results. Equity refers to achieved results where advantage and disadvantage are not distributed on the basis of race and ethnicity. Strategies that produce equity must be targeted to address the unequal needs, conditions, and positions of people and communities that are created by institutional and structural barriers.  Equity requires a set of informed policies and practices, intentionally designed to promote opportunity and rectify disparities, as well as informed people positioned to implement them effectively. Race Equity Institute

Diversity? Inclusion? Equity? How Have you Seen It Now that we have defined each, let us now share examples of where we have seen each. *Ask participants to share a time when they have seen Diversity, Inclusion, and then Equity within the workplace

RESPECT Of the three: diversity, inclusion, and equity, we tend to see the later the least while I would argue that it would be the most important due to it consisting of the creation of results that eliminates disparities. However, it is rarely seen. In knowing this to be true the Casey Foundation embarked upon a journey to make their organization more equitable, with the hope that the process could be shared and replicated with others. This video details what that journey looked liked. *Show Respect video

Let’s Talk Ground Rules Be Respectful Be Willing Be Ready Before we get into our discussion lets set some ground rules Be respectful of each other’s opinions. It’s ok if we disagree Be willing to share. We can’t have a conversation if no one is willing to speak their truth whatever it may be Be ready to listen better, to learn more and to understand that you won’t leave this presentation with the golden ticket to achieve equitable results in the workplace. But you will leave with having taken the first step towards having the conversations that will lead to doing so The rules are not limited to these. If there are any other things you will like for your table to ensure a productive dialogue please share

Let’s Talk 1. What immediate reactions, ideas, and questions does the video bring to mind? The Video: The RESPECT Story 2. How are these issues central to our organization’s mission?

Let’s Talk 3. How do we currently ensure that staff have sufficient capacity around issues of race/ethnicity? Do we need to do more? 4. What role can each of us play in our specific roles to advance equity, diversity, and inclusion?

Let’s Talk 5. Does our organization need an affinity group to mobilize around race/ethnicity? The affinity group has serves as an advocate, catalyst, convener, ally, alarm system, information node, and “homeplace” where people sharing interests around race and ethnicity have strategized for change and reinforced and energized one another’s commitment toward that end.

Let’s Talk 1. What immediate reactions, ideas, and questions does the video bring to mind? 2. How are these issues central to our organization’s mission? 3. How do we currently ensure that staff have sufficient capacity around issues of race/ethnicity? Do we need to do more? 4. What role can each of us play in our specific roles to advance equity, diversity, and inclusion? 5. Does our organization need an affinity group to mobilize around race/ethnicity? *Announce that the questions are at the tables for their convenience at that they have 15 minutes to complete the activity afterwards we will share. Pick one table to share how their group chose to answer each of the questions. To ensure we are able to hear an answer for each question, assign each table with a question to address first

Where do you Start? The conversation around equity is a tough one often paralyzing organizations in their work because they have no idea on where to begin. The first step is to identify where you are. The Casey Foundation’s Advancing the Mission Toolkit is a great tool to do this. Where through this questionnaire you are able to determine if your organization falls in one of four categories: Color-blind describes the organization that tends to think what’s good for everybody will tend to be good for people of color. Diversity-only organizations are working on color but not on equity with a decided and deliberate emphasis on diversity (but diversity-only), recognizing that it offers value to the workplace and the work. Race-tentative is the organization that doesn’t know what to do, and doesn’t want to get it wrong. Equity-focused organizations start from a raced informed place, and then move into other forms of inequity such as gender, sexual orientation, and a more nuance approach around ethnicities. *Have participants complete the questionnaire and then score themselves

Where can you go? Each of our organizations are at different stages when addressing equity. Thus, it is no one clear answer on where you can go next. However, the Casey Foundation provides us with 7 steps that we all can take to begin achieving more equitable results within each of organizations today. STEP 1: ESTABLISH AN UNDERSTANDING OF RACE EQUITY AND INCLUSION PRINCIPLES STEP 2: ENGAGE AFFECTED POPULATIONS AND STAKEHOLDERS STEP 3: GATHER AND ANALYZE DISAGGREGATED DATA STEP 4: CONDUCT SYSTEMS ANALYSIS OF ROOT CAUSES OF INEQUITIES STEP 5: IDENTIFY STRATEGIES AND TARGET RESOURCES TO ADDRESS ROOT CAUSES OF INEQUITIES STEP 6: CONDUCT RACE EQUITY IMPACT ASSESSMENT FOR ALL POLICIES AND DECISION MAKING STEP 7: CONTINUOUSLY EVALUATE EFFECTIVENESS AND ADAPT STRATEGIES Race Equity and Inclusion Action Guide, Annie E. Casey Foundation

Questions? *Closing comments. Please include that each of the resources shared in this presentation will be emailed to all those who registered