Adopting a Racial Equity Stance - Graziadio School .Adopting a Racial Equity Stance ... stance using

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  • Adopting a Racial Equity Stance Leveraging Cultural Competence

    for Deeper Impact and Lasting Social Change

    Maegan Scott

    Program Officer

    Eugene and Agnes E. Meyer Foundation

    Julie Chesley, Ph.D

    Director, MSOD

    Pepperdine University

    October 9, 2016

  • Introducing Ourselves

    2

    3

  • Agenda

    Goals and Participation Norms

    Introductions & Warm-Up Activity

    Case Study

    Building a Narrative

    Discussion

    3

    1

  • Goals

    1. To learn about developing a racial equity

    stance using OD and Action Learning

    2. To understand our own journeys and stories

    in connection to racial equity

    3. To generate dialogue about issues of racial

    (in)equity in your life and work

    4

    1

  • Ways of Being Together | Norms

    1. Be brave! Its okay not to know!

    2. When words fail, listen closer

    3. Respect each others experiences

    4. When the going gets tough, turn to wonder

    5. Stay open and curious

    6. Always (try to) assume positive intent

    5

    1

  • Lets Warm Up

    Find one or two

    people near you

    Introduce yourselves

    (name, affiliation)

    Talk about your

    reaction to this quote

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    5

  • Meyer Foundation Case Study

    Adopting a Racial Equity Stance

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  • Case Study | Context

    Founded by Eugene and Agnes E. Meyer in

    1944

    Oldest and largest philanthropy focused on

    the Washington, DC region

    Broad anti-poverty charter

    $230M endowment; $7-8M grants / year

    17 staff; 9 board members

    8

  • Case Study | Our Call to Action

    9

  • Board

    Staff

    Community

    Buy In

    Case Study | Phases

    10

  • Case Study | Phases

    11

    Process

    Training

    Dialogue Alignment

    Board

    Staff

    Community

    Buy In

  • Case Study | Phases

    12

    Process Strategy

    Development

    Training

    Dialogue Alignment

    Board

    Staff

    Community

    Values

    Beliefs

    Assumptions

    Buy In

  • Case Study | Elements of a Stance

    Vision

    Goals

    Values (and how we enact them)

    Underlying Assumptions

    Racial Equity Stance

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  • Case Study | Our Stance: Vision

    We envision a just, connected, and inclusive

    Greater Washington community in which

    systemic racism and its consequences

    no longer exist.

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  • Case Study | Our Stance: Goals

    1. We seek to dismantle persistent, racialized

    social and economic disparities in our

    region.

    2. We will build an organizational culture that

    allows us to challenge our own assumptions

    and biases as well as each others.

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  • Case Study | Our Stance: Values

    We honor and are inspired by the human dignity of others.

    We are committed to ensuring that individuals and families are connected to community, and to building bridges that nurture those connections.

    We view conflict, which is inevitable in this work, as an opportunity for growth.

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  • Case Study | Our Stance: Assumptions

    We believe the connection between

    poverty and racial inequity is not incidental

    but structural and causal.

    Communities themselves have the

    knowledge, wisdom, and ideas to shape

    their futures.

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  • Case Study | Our Next Steps

    1. Vet the Racial Equity Stance with the board

    and external stakeholders

    2. Build out our organizational strategy

    Community conversations

    Forming partnerships

    3. Personal education and growth (ongoing)

    4. Dialogue as an organization (ongoing)

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  • Questions?

    Meyer Foundation Case Study

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    5

  • Step Up Step Back

    Where are you on your journey?

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  • So . . . what came up?

    Step Up Step Back

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    10

  • Modified Open Space

    Reflect on your journey . . . with strangers new friends

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  • Modified Open Space| Topics

    1. How do issues of race,

    equity, and diversity

    show up in your

    personal experiences?

    2. How has your

    understanding of race,

    equity, and diversity

    evolved over time?

    3. What connections are

    you making between

    pursuing racial equity

    and the practice of OD?

    4. What opportunities do

    you see to develop a

    racial equity stance in

    your work?

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  • Discussion

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    10

  • Additional Resources

    Handout: Best Practices to Be Accountable

    to Racial Justice

    Article: Unpacking the Invisible Knapsack

    Article: In Philanthropy, Who is Actually

    Broken?

    Website: www.RacialEquityTools.org

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    http://www.racialequitytools.org/

  • Thank You!

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    Maegan Scott

    mscott@meyerfdn.org

    @maeganscott

    LinkedIn.com/maeganscott

    Julie Chesley, Ph.D.

    Julie.Chesley@pepperdine.edu

    LinkedIn.com/in/julie-chesley-

    311a3a

  • Please Complete the Survey

    Before You Leave!

    Your feedback is greatly appreciated.

    Thank You!

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