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P R E S E N T E D B Y
INTENTIONALITY AND DIVERSITY, EQUITY, AND
INCLUSIONYour Role in Designing and Developing Equitable Pathways for All
Ankita Jhaveri and Derek Niño
Introductions and Framing
Ankita Jhaveri
Why does DEI Matter?
Ankita Jhaveri and Derek Niño
Visioning: Your DEI Pathways Journey
Derek Niño
Sensemaking and Reflections
Ankita Jhaveri
Call to Action
Ankita Jhaveri and Derek Niño
CONNECTING TO THE WORK
Our work together asks that we think more intentionally
about connecting our work to DEI in our externally- and
internally-facing efforts.
How does our work promote DEI, both for the youth
and the adults in the ecosystem?
Do our program models and approaches to the work
message the importance, need, and value of DEI in a
clear, deliberate way?
W HY ARE W E HE RE ?
WHO IS IN THE ROOM?
Name and organization
Stakeholder group (k12,
postsecondary, employer, etc.)
Two words – and two words
only! – that describe where your
work is vis-à-vis DEI
I NTRODUCTI ONS
CONSIDERING DEI
INDIVIDUALLY
What does DEI mean to you and
to your organization? (record
your thoughts on sticky notes)
PAIR AND SHARE
P ROB L E M OF P RACTI CE
WORKING DEFINITIONS
Diversity: Having different types of people (from a wide range of
different identities and with different perspectives, experiences, etc.) in
a group or organization.
Equity: Ensuring equally high outcomes for all, removing the
predictability of success or failures that currently correlates with any
social or cultural factor, examining biases, and creating inclusive
environments.
Inclusion: Putting diversity into action by creating an environment of
involvement, respect, and connection – where the richness of ideas,
backgrounds, and perspectives are harnessed to create value.
CONCE RNI NG D I VE RS I TY, E QUI TY, AND I NCL US I ON
From BMGF EngageDEI Initiative, 2019
SOME BENEFITS OF DIVERSITY
Diversity leads to groups that focus more clearly on facts
and are less influenced by biases
Diverse groups appear to process information more
carefully, leading to increased performance
These same groups tend to be more creative—in the 21st
century, being innovative leads to a competitive edge
YET, how do we know that what we’re doing leads to
and promotes diversity, equity, and inclusion?
CONCE RNI NG D I VE RS I TY, E QUI TY, AND I NCL US I ON
Rock, D., & Grant, H. (2016). Why diverse teams are smarter. Harvard Business Review,4(4), 2-5.
LOOKING IN A DEI MIRROR
We want to explore how our work is consistent with
our espoused values and consider a value proposition
of DEI as it relates to how we work.
What do we see when we hold up a “DEI mirror?”
Does being DEI-focused add value for my
organization?
What’s the ROI of DEI?
CONCE RNI NG D I VE RS I TY, E QUI TY, AND I NCL US I ON
INTENTIONALLY TALKING ABOUT DEI
Understanding where we are in terms of diversity,
equity, and inclusion begins with conversation, and
starting with a set of core beliefs:
Understanding practices and staff experiences
related to DEI must go beyond just examining
demographics.
Sharing what we learn helps other organizations
and improves impact for all.
CONCE RNI NG D I VE RS I TY, E QUI TY, AND I NCL US I ON
Adapted from BMGF EngageDEI Initiative, 2019
SEVEN COMPONENTS OF A STRONG PATHWAY
Alignment with high-wage, in-demand industries
Links between secondary and postsecondary with multiple
entry and exit points
Credentials and degrees with value in the labor market
Integration of rigorous academics and career-focused
learning
Strong college and career advising and counseling supports
Continuum of work-based learning experiences
Cross-sector partnerships
F RAMI NG THE CONVE RS ATI ON
WE ASSUME THAT DIVERSITY, EQUITY, AND INCLUSION ARE
AT THE CENTER OF OUR WORK , BUT HOW MIGHT WE…
…signal the importance, necessity, and value of
DEI in a clear, deliberate way?
…better/explicitly/intentionally integrate DEI into
our work in the field? Why might that matter?
…better/explicitly/intentionally integrate DEI into
our work within our organizations? Why might that
matter?
…know that our work and efforts in the field lead
to and/or promote diverse, equitable, and
inclusive outcomes?
…explicitly promote inclusive practices within our
organizations and our pathways ecosystems?
What might those practices be?
YOUR EQUITABLE PATHWAYS JOURNEY
DEI is a journey and it’s helpful to have a vision for where you’d like to go.
VI S I ONI NG
Where you hope your
pathways work will be in
1 year if you are
intentional about DEI.
Where you hope your
pathways work will be in
5 years if you are
intentional about DEI.
GROUP REFLECTION
5 minutes: small group; 10 minutes: large group
What themes stand out? What’s surprising?
What steps can you take to narrow the gap between
where you are now and where you envision being in 1 year? In 5 years?
Do you think the gap that exists for people in the room is representative of what you think exists in the
field?
A CALL TO ACTION
What were the themes that
we saw during gallery walk?
GROUP S HARE
A CALL TO ACTION – SHARE OUT NOTES
• Having conversations, sometimes uncomfortable, with
capacity being an issue
• These conversations need to be a priority
• We need the capacity to understand without the fear of
“messing up”
• Board/leadership needs to reflect those being served – Who
has a seat at the table? How do you even access the table?
GROUP S HARE
A CALL TO ACTION – SHARE OUT NOTES
• Will DEI become just a “buzzword?” How do I stay
vulnerable? How to meet people where they are?
• Disaggregated data will help drive the conversation
• Explicit measures of what we value – how will this drive the
work?
• Work that needs to be done and the values piece – how do
we incorporate them?
GROUP S HARE
A CALL TO ACTION – SHARE OUT NOTES
• Sharing best practices needs to happen widely and
consistently
• Support from the top – Who has the power? What happens
to the conversation if those in power aren’t involved?
• Start at the high school level, amplifying voices early
• Postsecondary partners need to be involved
GROUP S HARE
