Search Results for: Decolonizing Diversity, Equity, and Inclusion Work

Beyond the Rhetoric—Centering Justice and Anti-Racism in our DEI Strategy: Engaging Leaders to Become Effective Allies

Beyond the Rhetoric—Centering Justice and Anti-Racism in our DEI Strategy: Engaging Leaders to Become Effective Allies

Posted by | Jul 9, 2020 | , , | 0

As organizations adapt to and change with the current political climate, with many scrambling to meet the needs of their Black employees and change their cultures to be anti-racist, the role of organizational leaders will be critical in making the long-term systemic changes needed to ensure racial equity and justice. DEI practitioners need to both engage with leaders around what it means to be an ally and push them to model equity- and justice-centered allyship—for that’s how the necessary systemic changes will most effectively and efficiently take hold in our capitalist enterprises.

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Beyond the Rhetoric—Centering Justice and Anti-Racism in our DEI Strategy: Amplify your Anti-Racist Practices with Qualitative Data

Beyond the Rhetoric—Centering Justice and Anti-Racism in our DEI Strategy: Amplify your Anti-Racist Practices with Qualitative Data

Posted by | Jul 2, 2020 | , , | 0

We say it all the time: “Diversity is more than a numbers game.” Yet, in almost every industry I have worked with, diversity work is met with skepticism, followed with some combination of the following: “show me the numbers,” or “the data doesn’t back it up,” or “people say this is happening, but the data doesn’t show it,” or even more common, “we don’t have a big enough sample size.”  How are we perpetuating injustices and inequities if we only value and/or choose to act upon the numbers that we choose to collect, and want to act upon?

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A Point of View: Social Emotional Learning and DEI Work

A Point of View: Social Emotional Learning and DEI Work

Posted by | May 21, 2020 | , | 0

Although some SEL programs directly or indirectly address D&I, many of these programs at best perpetuate identity blindness, and at worst rely on and reinforce the white supremacist idea of “grit” as an equalizer, rather than emphasizing that equity is an action that the privileged themselves must take. Centering “grit” and “resilience” in these programs underestimates, and consciously seeks to downplay, the lived experiences of being marginalized and oppressed, instead putting the onus on them to “fix” themselves.

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Decolonizing Diversity, Equity, and Inclusion: …Means Naming White Supremacy Culture

Decolonizing Diversity, Equity, and Inclusion: …Means Naming White Supremacy Culture

Posted by | Apr 30, 2020 | , , | 0

Reimagining and transforming the state of an industry or organization requires the critical interrogation of values, norms, behaviors, practices, policies and narratives—the elements we commonly refer to as culture. Culture is the fabric that holds groups of people and organizations together. In the U.S. context, many of our dominant cultural norms derive from the beliefs and practices of white men. So, what is white supremacy culture?  

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Racial Justice at Work: Practical Solutions for Systemic Change

Racial Justice at Work book cover

Black Fatigue: How Racism Erodes the Mind, Body, and Spirit

Inclusive Conversations: Fostering Equity, Empathy and Belonging Across Differences

We Can’t Talk About That At Work! (Second Edition)

Cover of the book We Can't Talk about That at Work (Second Edition) by Mary-Frances Winters and Mareisha N Reese

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