Situate ourselves and our work within our socio-historical context within the United States and Global spheres
Ability to develop language, processes and tools that:
promote equity in all stages of the employment/admission process, from marketing, outreach, recruitment and application to hiring/admission, onboarding, retention and professional development;
meet the needs of the organization while identifying and dismantling power structures grounded in white supremacy culture;
emphasize collaboration, promote power-sharing, and reflect the communities of impact;
create a sense of community and belonging.
Learn a common language that will help team members with their awareness and embodiment of relevant framework philosophies and practices
Define and embody the essential characteristics for leading "DEI" and liberatory initiatives
Understand, identify and name personal and institutional bias, its socio-historical context and the ways it operates - focusing on organizational practices and procedures, structures and policies
Understand how our bodies are racialized and how racialized trauma moves through our bodies
Name our intersectional social identities and situate them within our socio-historical context and our organizational cultures
Understand why it is important to consider intersectionality, how it operates in our bodies and social spaces, and how it impacts social cultures, processes and procedures (ex. group decision making)
Understand how to use positional power to center and remove barriers for those who have been historically and culturally disadvantaged
Name the modalities and benefits of power-sharing
Constructively engage in conversations about systemic and institutional oppression and make meaning around liberation
Name some common barriers to DEI and liberatory work and have strategies/tools for overcoming them, and lead colleagues in the process
Understand how different types of power operate through our bodies, identities, and leadership styles
Understand the implications of positionality, power dynamics, and gatekeeping
Understand the need for - and embody - accountability, belonging and inclusivity in the organizational space
Begin to embody characteristics of effective allyship/co-conspiracy
Acknowledge and navigate internal and interpersonal communication and tensions as they arise and situate them within a cultural lens
Gain a deeper understanding of the relationship between an individual’s lived experience, their communication style, and their ability to navigate difference (using the IDI tool)
Gain a deeper understanding of intercultural group communication dynamics and how they inform group decision making (using the IDI tool)
Gain tools for self-awareness and self-care as they lead an equity-centered practice
Apply strengths-based leadership philosophies within the cultural context of the organizational space
Develop organizational equity statements that outline the organization's philosophy around internal equity and commitment/approach to equitable processes and procedures
Gain a deeper understanding of how our internal processes serve as models for how it operates externally with stakeholders and communities of impact
Name how and why it is best and most effective to include stakeholders and communities of impact at every step of the process
Develop programming, policies, processes, procedures, and structures that are equitable and empowering at every touch point
Create equity roadmaps that inform the implementation of the strategic plan
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