Race in the Workplace with Joanna Shoffner Scott, Ph.D.: Recent Episodes
Dr. Joanna Shoffner Scott
Leading diversity, equity, and inclusion (DEI) in your workplace is about purpose, trust, and courage. You can be a DEI leader in your nonprofit, company, or philanthropy and not even have “DEI” in your title.
Join Joanna Shoffner Scott, Ph.D., racial equity consultant and founder of the Stamey Street Consulting Group, as she shares practical guidance and best practices for DEI organizational leaders that explore race, racism, and racial equity in the workplace.
This podcast aims to support you as you move your organization from color-blind to equity-centered through sustainable step-by-step actions.
In the final episode of Season 3 of the podcast, "The Fullest Circle," host Joanna Shoffner Scott reflects on this season’s pivotal moments in her business while navigating the challenging landscape faced by nonprofits, government agencies, and foundations. Joanna reflects on her recent "Racial Equity for Adaptive Leaders" series with Anthony Armstrong of Make Communities and encourages organizations to be clear on their values, given today’s challenges. The episode touches on the emotional toll of the post-election atmosphere for many organizations. Leading teams is hard in the best of times. In uncertain times, leadership becomes even harder.
Key Takeaways:
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Uncertainty can lead to Innovation: Similar to the COVID shutdown in 2020, this time of uncertainty has forced me to look hard at my business. Part of that hard look has been to explore opportunities inside my business to fine-tune my systems. Joanna discusses the importance of systems in S3, Ep 5 of the podcast— Why Systems and Processes are Critical to Leading Equitable Organizations.
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Getting REAL with leaders: Joanna shares that she and Anthony put the series together as two experienced consultants sharing what they know about what it takes to lead equitably. Joanna wanted to unpack these lessons over several episodes. Executive Directors and Boards of Directors don't always understand the depth of commitment needed to support equitable leadership or have the courage to follow through beyond surface-level activities.
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Grieve for lost opportunities, but don't forget joy: Joanna encourages leaders to grieve losses and focus on what can be controlled.
Resources Mentioned:
Check out the Let’s Get Real Series: Racial Equity for Adaptive Leaders (podcast episodes 3, 6, 7, 8, and 9)
Why Systems and Processes are Critical to Leading Equitable Organizations | S3, Ep 5
When People Rely on You to Lead [my newsletter]
To Take Action:
If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts. 🌟🌟🌟🌟🌟
If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://newsletter.stameystreet.com/
Want to learn more about my work with leaders? Visit stameystreet.com
About Your Host
Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.
Today's episode wraps up the series “Let’s Get REAL: Racial Equity for Adaptive Leaders” with Joanna Shoffner Scott and guest Anthony Armstrong from Make Communities. The episode explores the rapidly changing landscape of racial equity in organizational leadership. They discuss the challenges leaders face amid uncertainty, drawing parallels to past experiences like the early days of COVID-19 and examining what lessons can be applied today.
Throughout the episode, the discussion unpacks the vital role of clear values, organizational identity, and adaptive leadership. Joanna and Anthony also discuss the importance of holding space for team members, recognizing struggles, and finding those small sparks of joy that keep us grounded. Whether directly involved in leading a racial equity program or looking to be a more effective leader, this conversation offers thoughtful reflections and actionable insights to help you lead with purpose and resilience.
Key Takeaways:
1. The Power of Values and Identity: Joanna and Anthony discuss the critical role of values and organizational identity in guiding decisions, especially during challenging times. They emphasize living into those values beyond having them exist only on a website, ensuring they anchor an organization through difficult moments.
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Adaptability and Resilience in Leadership: Anthony emphasizes the importance of adaptable and resilient leaders in times of rapid change and uncertainty. Drawing parallels to the onset of COVID-19, he highlights the need for leaders to step back, assess risks, and make clear, intentional decisions.
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Create Space for Humanity: Joanna and Anthony encourage leaders to create a culture of appreciation. Allowing team members to express vulnerability without the pressure to overshare or justify their struggles is essential for maintaining trust and morale.
Resources Mentioned:Let’s Get REAL Series: Episodes 3, 6, 7, 8, and 9
To Take Action:
If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts. 🌟🌟🌟🌟🌟
If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://newsletter.stameystreet.com/
Want to learn more about my work with leaders? Visit stameystreet.com
About Your Host
Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.
In this episode, "How to Lead When It Feels Like the World Is Burning Down," Joanna talks about the importance of leadership that is both self-reflective and team-focused, as leaders do the hard work of maintaining racial equity commitments in an anti-DEI climate.
Joanna provides insights into current anti-diversity, equity, and inclusion (DEI) movements and their implications for the workplace. Additionally, she points to the power of structural storytelling as a tool to shift anti-DEI narratives toward more honest stories. This 15-minute episode emphasizes the importance of self-care for leaders, supporting teams in uncertain times, and leveraging the power of storytelling to highlight racism's role in shaping the current moment.
Key Takeaways:
1. Self-Care for Leaders: Joanna emphasizes the need for leaders to prioritize self-care in the face of collective uncertainty.
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Maintaining personal practices through coaching, meditation, or therapy is crucial for leaders to continue showing up effectively for their teams.
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Supporting Teams in Disruptive Times: Leaders should consider how to best connect with their teams.
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Joanna prompts leaders to assess how they are present for their staff and plan forward to build team resilience.
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Power of Structural Storytelling: Highlighting research on media narratives, Joanna stresses the importance of storytelling that names systems and structures rather than individual blame.
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This strategy not only brings to light the underlying systems of privilege but also serves as a powerful tool to create narratives that counter the lies in the public sphere.
Resources Mentioned:
Here is a list of resources mentioned in the episode.
Why So Many Organizations Stay White - by Dr. Victor Ray [article from the Harvard Business Review, November 19, 2019]
Let's Get REAL: How to Overcome the Most Common Leadership Challenges | S3, Ep 9 [podcast episode]
Great Work: Do What Matters Most Without Sacrificing Everything Else - by Dr. Amanda J. Crowell [book]
The Collaborative on Media & Messaging for Health and Social Policy
and the communications research Joanna referenced in the episode. [article]
Race in the Workplace - a newsletter that provides the resources and help you need to lead organizational change delivered to you weekly [newsletter]
To Take Action:
If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts. 🌟🌟🌟🌟🌟
If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://newsletter.stameystreet.com/
Want to learn more about my work with leaders? Visit stameystreet.com
About Your Host
Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.
Personal growth for leaders is more than just a buzzword. It's a necessity for anyone striving to align their actions with their values. In this episode of the Race in the Workplace Podcast, host Joanna Shoffner Scott is joined by guest Anthony Armstrong to discuss the opportunities and hurdles leaders most commonly face in equity work. Joanna and Anthony explore the unique challenges leaders face, especially those of color, and the importance of building robust support systems. Using personal stories and research insights, they highlight the need for safe spaces where leaders can express themselves without judgment. The episode concludes by celebrating the joy of living a life that is true to one's values.
Key Takeaways:
1. With REAL Change Comes Resistance
- Leaders should anticipate and prepare for REAL change in their organizations that come from changes in practice. A common pitfall is organizations make public commitments to equity without enacting tangible changes that affect staff and external partners.
- Resistance often stems from inertia or a fear of losing comfort and operational norms. Understanding this natural reaction can help leaders manage it more effectively.
2. Create a Culture Open to Learning
- Create a culture that welcomes continuous learning. Encouraging staff to ask critical questions about existing processes and being open to new ways of doing things is how you work as a team.
- Leaders must challenge dominant cultural norms and integrate equity into day-to-day operations to align with mission, vision, and values.
3. Prioritize Personal Growth Development
- Equity as a practice is an organizational challenge and a personal journey.
- Building a strong support system through peer groups or professional coaches can aid leaders on this personal development path, allowing them to approach setbacks and necessary pivots with resilience and creativity.
Resources Mentioned:Let's Talk Racial Equity and Leadership with Sheri Brady | S2, Ep 4 [podcast episode]
Supporting Executive Leaders of Color: A Conversation with Sean Thomas-Breitfeld | S2, Ep 12 [podcast episode]
How to Plan for Leadership Transitions | S3, Ep 7 [podcast episode]
To Take Action:
If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts. 🌟🌟🌟🌟🌟
If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://newsletter.stameystreet.com/
Want to learn more about my work with leaders? Visit stameystreet.com
About Your Host
Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.
In this episode of the Race in the Workplace Podcast, host Joanna Shoffner Scott is joined by guest Anthony Armstrong to unpack strategies for designing an equity program. Together, they discuss the factors that leaders should consider before starting on an equity journey, addressing both the opportunities and challenges that can arise. From assessing organizational readiness to aligning aspirations with actionable steps, this thought-provoking conversation aims to provide listeners with insights for building meaningful and sustainable programs, even in changing times.
Key Takeaways:
1. Timing and Intentionality Matter
Joanna and Anthony stress the significance of understanding the timing of an equity initiative. Leaders need to be clear on why they are starting the initiative. Timing affects the strategy, receptiveness, and overall success of the program.
2. Leaders Need Commitment and Capacity
The demands of leadership differ by identity. Joanna and Anthony emphasize that successful equity work requires more than just aspirational goals; it demands a realistic assessment of the organization's capacity, including resources, commitment levels, and the extent to which the organization is willing to embed systemic changes.
3. Navigating Challenges and Building a Respectful Culture
The conversation notes potential challenges, such as varying degrees of readiness among staff and the different racial dynamics that shape participation. They outline strategies for building a workplace culture that encourages honest dialogue and continuous professional development to support equitable practices.
Additional Resources:
Check out the Proposal Pyramid from Make Communities
[Podcast Episode] What To Do When Your Organization Declares Itself To Be Anti-Racist Too Soon | S1, Ep 3
To Take Action:
If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts. 🌟🌟🌟🌟🌟
If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://newsletter.stameystreet.com/
Want to learn more about my work with leaders? Visit stameystreet.com
About Your Host
Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.
In this episode of Race in the Workplace, Dr. Joanna Shoffner Scott and Anthony Armstrong continue this season’s leadership series called Let's Get REAL: Racial Equity for Adaptive Leaders. This week’s discussion explores how to plan for leadership transitions. As Joanna and Anthony unpack the complexities of leadership transitions, they discuss the opportunities and challenges accompanying these shifts, emphasizing the importance of mindful and equitable practices. Whether you're a leader preparing to transition out, stepping into a new leadership role, or just interested in how leadership changes impact racial equity initiatives within organizations, this episode is filled with thoughtful insights and practical guidance.
**Key Takeaways:
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Avoid Too Much Change at One Time**
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Joanna and Anthony highlight the importance of gauging how much change staff can absorb at once. They caution against overwhelming staff with new equity initiatives during leadership transitions. Too much change at once can lead to increased stress and resistance when leaders need staff buy-in the most.
2. Incoming Leaders Experience Racialized Expectations
- The discussion addresses how the identity of incoming leaders affects organizational expectations and dynamics. Anthony and Joanna point out that new leaders (who are most often Black) face different and heightened staff expectations compared to their white counterparts. Anthony emphasized the need for white-identified leaders to acknowledge this dynamic and take a proactive role in disrupting harmful patterns as they emerge.
3. Build Honest and Respectful Relationships
- Joanna and Anthony underscore the importance of building trust and respect within teams, especially during times of transition. Joanna emphasizes authentic communication and respect for each team member's humanity. Establishing these principles creates a foundation for more equitable and supportive working conditions, regardless of the changes taking place within the organization.
Additional Resources:
[Podcast Episode] Supporting Executive Leaders of Color: A Conversation with Sean Thomas-Breitfeld | S2, Ep 12
To Take Action:
If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts. 🌟🌟🌟🌟🌟
If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://newsletter.stameystreet.com/
Want to learn more about my work with leaders? Visit stameystreet.com
About Your Host
Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.
This episode is the second conversation in their series, Let's Get REAL: Racial Equity for Adaptive Leaders. In it, Dr. Joanna Shoffner Scott talks with longtime colleague Anthony Armstrong about the difference between transactional and transformational leadership. The distinctions between these two leadership styles matter, particularly in building racially equitable organizations. They also discuss their collaborative journey, the frameworks they've developed to help organizations approach racial equity holistically, and the importance of a shared “why” to anchor meaningful change.
Key Takeaways:
1. The Importance of Purpose in Racial Equity Work:
- Joanna and Anthony identify the significance of beginning with a clear "why" when starting racial equity initiatives. Building a foundational understanding helps leaders and organizations align their actions with their mission, vision, and values, making the subsequent steps more impactful and meaningful.
2. Frameworks for Holistic Change:
- The episode explores the frameworks that Joanna and Anthony use, such as the 6P Racial Equity Framework and the Racial Equity Growth Continuum.
- These tools help organizations move beyond siloes to embed equity systematically across all aspects of their work. These frameworks can be used to address everyday challenges.
3. Differentiating Transactional from Transformational Leadership:
- The discussion lifts up the reality that while tools and technical solutions are valuable, they alone do not lead to transformational change.
- Transformation requires adaptive leadership that considers deeper, often unseen organizational dynamics. Leaders must be willing to step back, assess their organizations from a broader perspective, and address the systemic issues that perpetuate inequities in the ways they work.
Additional Resources:
- Explore the 6P+ Racial Equity Framework to anchor your approach in ways that center your organizational values [created by Joanna and Anthony]
- Becoming An Adaptive Leader [Based on the work of Ronald Heifetz and Marty Linsky]
To Take Action:
If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts. 🌟🌟🌟🌟🌟
If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://newsletter.stameystreet.com/
Want to learn more about my work with leaders? Visit stameystreet.com
About Your Host
Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.
In this mini episode, host Joanna Shoffner Scott highlights the significance of systems and processes in creating racially equitable organizations. Drawing from her extensive experience as an organizational development consultant and founder of the Stamey Street Consulting Group, Joanna explains why clear systems and processes are foundational to equity work. She unpacks the often hidden but crucial role systems play in fostering an inclusive workplace. Whether you're a nonprofit leader, executive, or manager, this episode provides valuable insights to help you see the benefits of leveraging your processes to build equity into your everyday work.
**Key Takeaways:
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The Essential Components for Building Racially Equitable Organizations:**
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Joanna highlights four critical components for creating equitable organizations: a committed leader, clear values and identity, robust systems and processes, and organizational behaviors aligned with these elements. Systems and processes, in particular, are necessary for sustaining the work of racial equity but are often overlooked and underutilized.
2. Seven Key Systems for Nonprofits:
- Joanna outlines seven crucial systems every nonprofit organization needs.
3. Equity in Most Felt in Small, Everyday Decisions:
- While many view equity through the lens of grand initiatives and public-facing projects, Joanna emphasizes that equity also resides in the small, day-to-day decisions leaders make. Proper systems and processes help mitigate bias and ensure that organizational history and decision-making are transparent and accessible, promoting a more inclusive environment.
Additional Resources:
- Graphic on structures, systems, processes, tasks, and steps from The Power and Limitations of Racial Equity Audits: How to Uncover Organizational Weaknesses and Address Inequities via stameystreet.com
- Intentionality Goes A Long Way In Sustaining Your Racial Equity Commitment [BLOG]
To Take Action:
If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts. 🌟🌟🌟🌟🌟
If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://newsletter.stameystreet.com/
Want to learn more about my work with leaders? Visit stameystreet.com
About Your Host
Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.
In this episode of Race in the Workplace (S3, Ep 4), host Joanna Shoffner Scott explores the necessary components for building a racially equitable organization. From her extensive consulting experience and personal experiences as a Black woman in professional spaces, Joanna identifies and unpacks four foundational elements critical to building and sustaining racial equity within organizations. Whether you're a leader just beginning your journey or navigating ongoing challenges, these insights can inform your efforts to create a truly equitable workplace.
Key Takeaways:
Equity requires...
- Committed Leadership:
- Sustainable equity work requires "Big L" (i.e., executive leadership with positional power) and "Small L" (i.e., team and project leaders without positional power but with significant influence) leadership.
- A commitment to equity from leaders with positional power is crucial for implementing and maintaining equitable practices within an organization.
- Clear Values and Identity:
- Organizations must work from a shared understanding of their mission, vision, and values to support a cross-cutting approach to equity.
- Values should be more than just words on a website; they should be operationalized and revisited regularly to ensure they are still relevant and accurately reflect the organization's identity and commitments.
- Systems and Processes:
- Using systems and documented processes is essential for creating and maintaining equitable organizational practices.
- Systematized ways of working enable organizations to evaluate and improve their processes objectively, ensuring efficiency and equity without personal biases interfering.
- Aligned organizational behaviors
- Aligning behaviors with your equity commitment. In short: Are you being equitable in your doing?
- It also refers to your internal behaviors (i.e., how you engage with each other) and how your work shows up in the world.
Additional Resources Mentioned in This Episode:
- Previous Podcast Episode: Creating Your Organizational Equity Why | S1, Ep7
- Upcoming Mini Episode on Systems and Processes (Stay Tuned!)
To Take Action:
If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts. 🌟🌟🌟🌟🌟
If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://newsletter.stameystreet.com/
Want to learn more about my work with leaders? Visit stameystreet.com
About Your Host
Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.
Let's Get REAL: Introducing Racial Equity for Adaptive Leaders | S3, Ep 3
In this episode of the Race in the Workplace Podcast, host Joanna Shoffner Scott shares a discussion with Anthony Armstrong, founder and lead consultant at Make Communities, to explore the intricacies of adaptive versus technical leadership strategies, especially concerning racial equity and its role in practice transformation in nonprofit organizations. The discussion explores the realities of imperfection, the importance of psychological safety for making mistakes, and the need for continuous growth and adaptation in leadership roles. Together, they discuss how leaders can navigate the complex relationship between personal commitment and practical implementation to foster real, equitable change within their organizations.
Here are three summary points for Episode 3 of the Race in the Workplace Podcast:
- Personal Growth and Navigating Resistance: The episode underscores the importance of self-reflection, vulnerability, and continual learning in leadership. Leaders must navigate identity issues, manage resistance, and set realistic expectations for transformational change. The discussion also touches on the need for a growth mindset and the acceptance of mistakes as part of the journey toward achieving organizational equity goals.
- Generational and Equity Challenges for Leaders: The episode explores how nonprofit leaders grapple with managing cross-generational teams, shifting philanthropic commitments, and equity challenges. Both Joanna and Anthony emphasize the importance of creating psychologically safe environments where admitting "I don't know" is normalized, facilitating personal and organizational growth.
- The Role of Boards and Leadership Support: This episode unpacks the ways boards play a crucial role in supporting nonprofit leaders. It highlights the necessity for boards to invest in coaching resources, support equity initiatives, and foster environments that allow leaders to admit gaps in knowledge and experience.
Resources
Learn more about the 6P+ Racial Equity Framework
To Take Action:
If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts. 🌟🌟🌟🌟🌟
If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://newsletter.stameystreet.com/
Want to learn more about my work with leaders? Visit stameystreet.com
About Your Host
Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.
Episode Summary
In this episode of the Race in the Workplace podcast, host Joanna Shoffner Scott discusses a significant change in her professional journey. She has decided to move away from using the term DEI (Diversity, Equity, and Inclusion) and instead focus on racial equity as a core organizational practice. Joanna believes this shift better aligns with her principles and brings more clarity and effectiveness to her work in organizational development. Whether you are leading a nonprofit or another type of organization, this episode provides thought-provoking insights and actionable takeaways.
Key Takeaways:
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Unpacking the Decision to Leave DEI Behind: Joanna shares the journey that led her to stop using the term DEI. She explains that while DEI—as a term—is widely recognized, it has become too broad and sometimes misrepresents the depth of cross-cutting approaches to embed racial equity. By making this move, Joanna aims for greater clarity and alignment in her client work.
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The Connection Between Organizational Development and Racial Equity: If leaders encounter equity challenges within their organizations, there is a good chance there are also equity concerns. Joanna underscores that her focus on systems and structures is critical in creating equitable workplaces. She explains how organizational structures often support inequities and must be tackled at a foundational level for sustainable change.
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Communicate Commitments with Clarity: Joanna emphasizes the importance of clarity in how leaders describe their equity commitments. For her, moving away from the DEI terminology is not just about language but about clarity of purpose. She reassures the audience that a clear understanding of their language around equity is critical to a consistent commitment to building equitable organizations that align with their mission, vision, and values.
Welcome to the first episode of Season 3 of the "Race in the Workplace" podcast, where host Joanna Shoffner Scott, an experienced organizational development consultant and founder of the Stamey Street Consulting Group, provides fresh insights and practical strategies for creating equitable workplaces. In this new season, Joanna shifts her focus from DEI leaders to broader organizational leadership, emphasizing the importance of committed leadership, clear values, systematic processes, and aligned organizational behaviors in driving meaningful change. Join us as we delve deeper into what it takes to build equity-centered organizations that work for everyone.
Here is a peak into the evolving focus of the podcast:
- The landscape of DEI work has significantly shifted since the podcast's inception in April 2022.
- While Seasons 1 and 2 were focused on supporting DEI leaders, Season 3 (and beyond) will target organizational leaders in general.
- The new direction aims to provide a broader context and practical strategies for leaders at all organizational levels to enact lasting change.
Topics discussed in this episode:
1- Where to hear more about the Changing the Conversation series. [0:01:56]
2- My jagged journey background: the reluctant consultant. [0:02:36]
3- Common communication roadblocks in the workplace. [0:04:45]
4- Why the workplace is a microcosm of our society. [0:06:18]
5- Things to establish before going into a conversation in the workplace. [0:08:46]
6- Defining respect and how it can become a communications roadblock. [0:11:50]
7- Confusing intent with impact and how that can influence our conversations. [0:13:06]
8- Why making mistakes is okay, but doing better is best. [0:15:00]
9- The importance of putting time into building a sufficient level of trust. [0:16:10]
10- Hard conversations: why we need them and how to have them more confidently. [0:19:10]
11- One thing you can do to start making progress in your workplace communication. [0:31:16]
Resources mentioned in this episode:
- Changing the Conversation Series [0:01:56]
- ‘Why So Many Organizations Stay White’ by Victory Ray [0:06:20]
Guest information:
- Sandra Neuman on LinkedIn
- Sandra Neuman on Instagram
Sandra Neuman is a Human Resource professional with over 20 years of progressive human resources and leadership experience in the public and private sectors. She is skilled in generalist human resource functions with an emphasis on compensation, benefits, and payroll.
How to support the podcast:
- If you find value in the podcast, rate us on Apple Podcasts (we LOVE 5 stars!) I aim to help as many people as possible who are working hard to advance racial equity inside their organizations.
Topics discussed in this episode:
1- Sean introduces his role at the Building Movement Project. [0:02:37]
2- How Sean found himself in this line of work and the influence of his parents. [0:04:45]
3- Opportunities and challenges that Sean has encountered related to race, racism, and leadership. [0:09:04]
4- Prioritizing solutions to central questions and moving past mere deconstructive analysis. [0:16:11]
6- Identifying the most notable barriers to leadership for people of color. [0:19:02]
7- Unpacking the Building Blocks for Change Racial Equity Assessment. [0:22:32]
8- Explores why is a formal assessment so irreplaceable for clarifying how to drive equity work internally [0:28:07]
9- Sean's biggest concerns surrounding DEI and its success in supporting leaders of color. [0:29:29]
10-Further complications and new dynamics we encounter in situations with people of color in leadership roles. [0:33:20]
11-DEI opportunities for nonprofit leaders. [0:38:00]
12-Advice for nonprofit leaders for moving forward on the path to equity. [0:41:03]
Resources mentioned in this episode:
- Building Movement Project [0:00:57]
- Saul David Alinsky [0:08:10]
- Race to Lead [0:09:02]
- Building Blocks for Change - Racial Equity Assessment [0:14:33]
About Sean Thomas-Breitfeld
Sean Thomas-Breitfeld co-directs the Building Movement Project. Before joining the BMP staff, Sean spent a decade working in various roles at Community Change, where he developed training programs for grassroots leaders, worked in the communications and policy departments where he coordinated online and grassroots advocacy efforts, and lobbied on a range of issues, including immigration reform, transportation equity, and anti-poverty programs. Before joining Community Change, Sean worked as a policy analyst at UnidosUS, focusing on employment and income security issues. Sean holds a Master’s in Public Administration from NYU’s Wagner School of Public Service and a bachelor’s degree in social work and multicultural studies from St. Olaf College in Minnesota.
Click here for a transcript of this episode.
Topics discussed in this episode:
1- The dangers of moving too slowly in equity work. [0:01:24]
2- The importance of listening to staff feedback and taking intentional action. [0:02:20]
3- Why you have to communicate clear expectations of what staff needs to know. [0:05:29]
4- What racial equity fatigue is, and how to overcome it. [0:05:42]
5- Practical, actionable tips to avoid the slow-moving equity work trap. [0:08:09]
- One: ask and act. [0:08:28]
- Two: acknowledge areas where people need support. [0:09:15]
- Three: create clear expectations. [0:12:22]
Resources mentioned in this episode:
- Racial Equity Impact Analysis Tool. [0:01:59]
- Overcoming Racial Equity Fatigue. [0:05:53]
Click here for a transcript of this episode.
Topics discussed in this episode:
1- Today’s topic: encouragement to those who do DEI-related work, regardless of title. [0:00:49]
2- The moment that’s happening in our field and our two options for responding. [0:01:22]
3- Unpacking the pressure that we're under right now in this historical moment. [0:02:00]
4- Retrenchment, structural challenges, and layoffs inside organizations. [0:03:42]
5- How the work of others like that of Tema Okun on white supremacy culture is misused. [0:05:05]
6- Why we need to direct our collective fire toward white supremacy. [0:08:05]
7- Recent critiques of DEI and the question of whether or not tearing down the field will move us closer to disrupting white supremacy. [0:09:57]
8- The role DEI plays inside institutions. [0:11:48]
9- A practical thing that you can do to turn the fire toward the disruption and the dismantling of white supremacy. [0:13:13]
Resources mentioned in this episode:
- Turn the Fire Inward, Part 1 - For Progressives | S2, Ep 8 [0:02:33]
- White Rage: The Unspoken Truth of Our Racial Divide, Carol Alexander. [0:03:07]
- Demand for Chief Diversity Officers Is High. So Is Turn Over [0:03:52]
- White Supremacy Culture - (divorcing) White Supremacy Culture: Coming Home to Who We Really Are [0:05:12]
- Tema Okun on her Mythical Paper on White Supremacy (podcast) [0:06:20]
Click here for a transcript of this episode.
Topics discussed in this episode:
1- The article this episode is based on: Nonprofit Execs: Are You Constantly Losing Staff of Color? [0:00:45]
2- An outline of the problem and what it might look like for your company. [0:01:40]
3- The problem of naming without action. [0:02:36]
4- A metric for your organizational identity: how your Black staff are faring. [0:04:01]
5- Acknowledging that your workplace environment may be toxic for Black people. [0:05:01]
6- Accept that your staff might have different experiences by position and racial identity. [0:06:01]
7- Why you should accept that some managers will never be okay with equity-centered processes. [0:06:59]
8- Shifting towards equity and holding yourself accountable. [0:07:36]
9- A reminder that with time and intentionality, you can change who you are as an organization. [0:07:52]
Resources mentioned in this episode:
- Nonprofit Execs, Are You Constantly Losing Staff of Color? Here are 4 Ways to Stop the Churn.[0:00:00]
- Atomic Habits [Book] [0:03:20]
There is no transcript for this episode.
Topics discussed in this episode:
1- Today’s topic: Turning the fire inward [0:01:12]
2- Framing the current context: DEI as a target [0:02:07]
3- The dominant narrative that DEI is responsible for inequity and the efforts to “return to colorblind equality” [0:05:38]
4- An explanation of what is meant by the phrase “Turning the Fire Inward.” [0:07:53]
5- The root of much of what is happening in progressive spaces: the disingenuous disconnect between being willing to name racism but not disrupt it. [0:08:56]
6- The need to get real about equity urgently and what this looks like in organizations. [0:10:44]
7- Thoughts on how DEI doesn't create inequity, it names it, and how this naming dynamic plays out in organizations. [0:14:40]
8- Practical things that you can do to get your organization unstuck, starting with moving beyond the naming. [17:38]
9- Why it’s important to focus on equity-centered practice first before doing external work. [0:18:20]
10- Acknowledging the generational divide in most workplaces. [0:19:03]
11- How the failure in progressive spaces to address racism gives fodder to those who despise equity. [0:19:43]
Resources mentioned in this episode:
- What if Diversity Training Is Doing More Harm Than Good?[0:02:58]
- ‘DEI is dead’: At VMI, Youngkin’s diversity chief slams diversity, equity, inclusion [0:03:02]
- Massive Tech Layoffs Are Undercutting DEI Progress Made With Recent Hires [0:03:16]
- How Do Equity and Equality Differ?[0:06:23]
- “Elephant in the Zoom: Meltdowns Have Brought Progressive Advocacy Groups to a Standstill at a Critical Moment in World History” [0:08:15]
- The Backlash to Workplace DEI [0:11:36]
- When Fatigue Sets in [0:20:09]
Click here for an episode transcript.
Topics discussed in this episode:
1- What an equity assessment or equity audit is, and what it includes. [0:01:24]
2- The standard process my firm uses to do these assessments. [0:02:49]
3- Why you should only agree to an assessment if there is a commitment to act on the results. [0:06:02]
4- When it’s important to add a policy practice review to the assessment. [0:07:20]
5- When not to do a racial equity assessment or racial equity audit [0:10:54]
6- Why the executive leadership should know in advance what they will do with the findings. [0:14:54]
7- How to manage staff expectations about the pace of change. [0:18:44]
8- A reminder about the importance of honoring staff voices in audits. [0:20:00]
Resources mentioned in this episode:
- Equity Audits Address Racism in the Workplace [0:02:02]
- Organizational Assessments by Stamey Street Consulting Group
Click here for an episode transcript.
Topics discussed in this episode:
1- Annie’s focus: the conditions needed for transformation and the head and heart work involved [0:03:08]
2- Annie has identified trends and patterns as leaders transition out of organizations. [0:04:46]
3- What it’s like for newly hired leaders to enter environments with lots of pent-up demands and frustrations [0:06:11]
4- How the leadership context has become a racialized process. [0:07:20]
5- Why the same levels of grace aren’t given to new Black executives hired to lead organizations as White leaders depart [0:10:17]
6- The role of the Board of Directors in planning for a transition and supporting a new leader. [0:14:25]
7- Why the Board of Directors is responsible for engaging throughout the hiring process. [0:17:02]
8- What support for the team should look like. [0:19:10]
9- The importance of managing the team’s expectations. [0:20:34]
10- How we can prepare an organization for a leadership transition. [0:24:45]
11- Find out how to book an executive leadership transition support coaching service. [0:26:25]
12- How organizations can manage feelings and the importance of transparency and involvement. [0:29:08]
13- The need for a bridge between the previous and new organizational leaders. [0:32:44]
14- Annie’s most valuable piece of advice for anyone facing an upcoming leadership transition [0:36:56]
Resources mentioned in this episode:
- Let’s Talk Team Dynamics and Racial Equity Readiness with Annie McKay, Race in the Workplace, Episode 10 [0:01:07]
- Race to Lead Revisited: Obstacles and Opportunities in Addressing the Nonprofit Racial Leadership Gap (pdf) [0:08:44]
- 10 Ways to Make Executive Leadership Searches and Transitions Better and More Equitable, Vu Le [0:29:39]
Guest information:
Previously president and CEO of Kansas Action for Children, Annie McKay, now supports organizations and networks seeking to center equity and inclusion in their internal operations as they pursue strengthening their commitments to racial justice. Before stepping down as KAC’s leader to pursue their purpose and passion for anti-racism, Annie was the Kansas Center for Economic Growth executive director and a former Rockwood Leadership Fellow, Sunflower Foundation Advocacy Fellow, University of Kansas Women of Distinction honoree, and KHSA Kansas Children’s Champion. Annie’s leadership roles also included serving as an appointed Kansas Children’s Cabinet member and the Governor’s Education Council member. They earned a BSW from the University of Kansas and an AM from the University of Chicago’s School of Social Service Administration.
To connect with Annie, you can find them on LinkedIn: https://www.linkedin.com/in/annie-mckay-ks/
Click here for an episode transcript.
Topics discussed in this episode:
1- Topics that this conversation will cover: tiredness, time, and takeaways. [0:01:01]
2- The state of fatigue in which many advocacy workers find themselves. [0:01:35]
3- Fannie Lou Harmer’s words in response to inequality. [0:02:19]
4- The suffering and struggle coming at all of us in 2023. [0:03:06]
5- Three kinds of fatigue you can experience in DEI work. [0:03:47]
6- The purpose of this episode: to encourage, not complain! [0:07:09]
7- Approaching the arc of history from a long perspective. [0:07:57]
8- The value in asking hard questions even when you don’t know the answers. [0:11:16]
9- Our collective need for rejuvenation, however that looks for each of us. [0:11:36]
10- How privilege shapes the way in which we see and experience time. [0:12:28]
11- How differences in the everyday lived reality of people can create tension in organizations. [0:15:24]
12- Takeaways from today’s conversation to provide listeners with a practical way forward. [0:15:36]
13- We are who we have been waiting for. [0:07:11]
Resources mentioned in this episode:
- Fannie Lou Hamer Quote: We are sick and tired of being sick and tired - Fannie Lou Hamer [0:02:19]
- Race in the Workplace Podcast, Ep 1 - How to know when to walk away from your DEI gig [0:05:05]
- Dr. Martin Luther King Junior Quote: We shall overcome because the arc of the moral universe is long, but it bends toward justice.
-Dr. Martin Luther King Jr. [0:07:57] - The Safety of the Journey by Joanna Shoffner Scott [0:14:23]
Click here for an episode transcript.
Topics discussed in this episode:
1- Outline of today’s topic and Sheri’s professional career background. [0:00:39]
2 -Details about Sheri and her current role at the Children's Defense Fund. [0:03:35]
3- Important considerations regarding the topic of racial equality. [0:08:03]
4- We discuss the concept of collective impact and how Sheri ties it into her work. [0:15:12]
5- The important questions Sheri raised, how they were received, and the definition of diversity. [0:20:20]
6- Sheri explains why incorporating lived experiences into policies is so important. [0:23:09]
7- The empowerment that comes with someone being able to tell their own story. [0:24:53]
8- Overview of the challenges facing effective community engagement and funding. [0:27:13]
9- Learn about the intersection between race equity and leadership and the different approaches to addressing the problem. [0:29:59]
10- Sheri shares how people can be more intentional about racial equity. [0:34:44]
Resources mentioned in this episode:
- Sheri Brady on LinkedIn
- Children's Defense Fund
- 'Collective Impact' by John Kania and Mark Kramer, Social Innovation Review, Winter 2011 [0:13:38]
- Collective Impact Forum[0:16:06]
- 'Centering Equity in Collective Impact' by John Kania, Junious Williams, Paul Schmitz, Sheri Brady, Mark Kramer & Jennifer Splansky Juster [0:20:20]
Guest information:
Sheri is the Vice President of Strategy and Program with the Children’s Defense Fund, where she guides the organization’s programmatic work, ensuring that CDF’s efforts in policy advocacy, service delivery, and movement building are aligned to maximize the impact on children’s lives. Before joining CDF, Ms. Brady was the Director of Strategic Partnerships at the Aspen Institute Forum for Community Solutions, managing an emerging and expanding body of work focused on supporting community power-building and equity, which included overseeing key partnerships focused on building philanthropic field practices around community-centered grantmaking. She was previously the Director of Policy at the W.K. Kellogg Foundation, providing foundation-wide policy and advocacy grantmaking leadership.
If you find value in the podcast, rate us on Apple Podcasts. (We LOVE 5 stars!) I aim to help as many people as possible who are working hard to advance racial equity inside their organizations.
1- An introduction to today’s topic, creating inclusive work cultures, and guest, Dr. Michael Baran. [0:00:52]
2- Dr. Baran’s company Iris Inclusion and some of the services it offers. [0:02:50]
3- How Dr. Baran went from being a cultural anthropologist to landing in the DEI space. [0:05:34]
4- How Dr. Baran approaches DEI work at Iris Inclusion from a place of deep understanding. [0:11:07]
5- How he builds that deep understanding through research. [0:12:56]
6- Why Dr. Baran uses the term “subtle acts of exclusion” and not “microaggressions”. [0:17:02]
7- What sparked the idea for Dr. Baran’s book with Dr. Tiffany Jana on subtle acts of exclusion. [0:19:44]
8- How Dr. Baran has seen people use his framework to overcome subtle acts of exclusion. [0:25:33]
9- Why it’s helpful to realize that we're all going to mess up at some point and the importance of responding well when you do get called out. [0:29:57]
10- Insight into some of the work Dr. Baran is doing on psychological safety and why it’s so important. [0:31:54]
11- Some psychological safety exercises that you can do. [0:34:29]
12- The challenges and the opportunities that Dr. Baran sees for organizational or DEI leaders [0:37:29]
13 - Dr. Baran’s most valuable piece of advice to move people forward in their DEI journey. [0:41:13]
Resources mentioned:
- Iris Inclusion [0:00:58]
- Subtle Acts of Exclusion: How to Understand, Identify, and Stop Microaggressions [0:01:17]
- The FrameWorks Institute. [0:08:56]
- American Institute for Research [0:08:58]
- inQUEST Consulting [0:09:47]
- Ep 10: Podcast: Let’s Talk Team Dynamics and Racial Equity Readiness with Annie McKay
Guest information:
Dr. Michael Baran is a social scientist and CEO of Iris Inclusion. He draws on his own research in cultural anthropology and cognitive psychology to inform his current diversity, equity, and inclusion (DEI) work–his speaking engagements, writings, consulting, leadership development, workshop facilitation, and digital products. He has been supporting the DEI efforts of organizations of all types and sizes for 20 years – from Fortune 500 corporations to educational institutions, government agencies, and nonprofits. His work and his digital products have been covered in the New York Times, BBC, Forbes, Washington Post, CNN, NPR, Boston Globe, Slate, and more. Prior to his starting Iris Inclusion, Dr. Baran worked as a Senior Partner at inQUEST Consulting. Before making the shift to full-time DEI work, he taught courses at Harvard University and the University of Michigan. He has worked as Associate Director at the FrameWorks Institute and Principal Researcher at the American Institutes of Research, conducting extensive ethnographic research to inform culturally competent campaigns to create more equity and inclusion.
Click here for a transcript of this episode
Here is a Glance into this Episode:
1- The five questions Joanna is asked most often about Board engagement. [0:01:32]
2- The two roles that the Board should play as the organization is figuring out its “Equity Why.” [0:02:14]
3- Figuring out your Board's “Equity Why” and why this is an adaptive question for each board member to grapple with. [0:04:00]
4- Ensuring that board members have time to commit to this work. [0:05:52]
5- The best time to engage the Board in these matters. [0:07:06]
6- Whether or not your work with a Board should be facilitated. [0:08:36]
7- Whether or not the Board and staff should create the “Equity Why” together and why Joanna’s response is usually ‘no.’ [0:09:38]
8- Closing words on engaging your Bard of Directors in your racial equity journey. [0:11:42]
Resources mentioned
- Let’s Talk Team Dynamics and Racial Equity Readiness with Annie McKay (Ep 10) [0:04:11]
Topics discussed in this episode:
1- What you can expect from this season of the podcast. [0:00:50]
2- Why do organizations ask for ten years of DEI experience when hiring for DEI roles [0:02:13]
3 - The three categories of DEI experience that Joanna has identified. [0:02:34]
4- Why function or an organizational ‘why’ should be used to frame hiring decisions for DEI roles. [0:03:08]
5- Organizational development is the first of three capacities that Joanna believes are important in DEI roles. [0:06:46]
6- The capacity to be able to put together a training. [0:07:14]
7- Expanding your own learning as the third capacity and the two ways Joanna does this. [0:09:37]
8- The types of DEI-specific certifications companies ask for and what to consider before committing to one. [0:14:01]
9- Specialties and why you need to decide what kind of DEI professional you want to be. [0:17:18]
10 - What do organizations really mean when asking for ten years of experience? [0:19:29]
11- Thoughts on whether or not these kinds of requirements exclude capable applicants. [0:20:35]
12- How organizations don’t always fully know what they need and why you should keep this in mind when applying or hiring. [0:21:57]
"What does it take for an organization to cultivate a sustainable racial equity practice?” This is my guiding question for this season of the podcast. In Season 2, I will use a mix of solo and guest episodes to explore leadership opportunities, strengths, and challenges to maintaining racial equity as a practice. My guests will share their leadership experiences and stories of how they came into racial equity work. I'm excited about the season, and I hope you'll join me.dr. joanna shoffner scott
Here is a Glance into this Episode:
1- Why it’s important to spend more time on adaptive work upfront. [0:02:12]
2- Two significant sources of trauma in the workplace. [0:05:11]
3- The lack of support for DEI work. [0:12:04]
4- The positive progress many organizations are making in their DEI journey. [0:15:42]
6- What Joanna learned about walking in courage. [0:17:11]
7- The importance of understanding the difference between relationships and transactions. [0:18:46]
Click here for a transcript of the episode.
1- The important question organizational learning spaces pose: The equity ‘why.’ [0:02:34]
2- Always connect learning to larger organizational priorities. [0:06:00]
3- Why staff of color should not teach others from their lived experiences. [0:06:57]
4- The questions you need to ask yourself when planning learning spaces. [0:11:25]
5- The importance of holding staff accountable for organizational learning. [0:12:11]
6- Why not all learning should be shared. [0:13:36]
7- How shared learning experiences without a purpose can be harmful. [0:14:00]
Click here for a transcript of the episode.
Here is a Glance into this Episode:
1- An introduction to Annie McKay. [0:01:17]
2- Annie’s connection to justice and belonging and how this led them into this line of work. [0:03:03]
*3- TW: For listeners who wish to avoid the topic of infant death and loss, skip audio from [0:05:49] to [07:53]. How infant mortality in Kansas impacted Annie’s journey. [0:05:49]
4- The difference between technical challenges and adaptive challenges. [0:12:39]
5- The term “connective tissue” and what it means with regard to racial equity. [0:16:35]
6- Why trust is so critical. [0:19:01]
7- The importance of acknowledging how people feel about change. [0:23:49]
8- What opportunities Annie sees in their work for organizations and with practitioners. [0:29:45]
9- The challenge of not pausing to reflect, revisit, and refine on the journey. [0:32:47]
10 – The importance of creating space to debrief in ways that are not threatening. [0:34:51]
11- The most valuable advice that Annie would give a client to move them forward in their equity journey about why it all starts with the why. [0:36:57]
Resources Mentioned
Racial Equity Impact Analysis Tool – a tool to anchor your racial equity decision-making
Brown v. Board of Education – National Historical Park, Topeka Kansas
About Annie McKay:
Previously president and CEO of Kansas Action for Children, Annie McKay now serves in an independent supporting role to organizations and networks seeking to center equity and inclusion in their internal operations as they pursue strengthening their commitments to racial justice. Before stepping down as KAC’s leader to pursue their purpose and passion for anti-racism, Annie was the executive director of the Kansas Center for Economic Growth and a former Rockwood Leadership Fellow, Sunflower Foundation Advocacy Fellow, University of Kansas Women of Distinction honoree, and KHSA Kansas Children’s Champion. Annie’s leadership roles also included serving as an appointed member of the Kansas Children’s Cabinet and the Governor’s Education Council. They earned a BSW from the University of Kansas and an AM from the University of Chicago’s School of Social Service Administration.
To connect with Annie, you can find them on LinkedIn: https://www.linkedin.com/in/annie-mckay-ks/
Click here for a transcript of the episode.
Topics discussed in this episode:
1- What is resistance and its power to disrupt racial equity strategies [0:01:46]
2- Four examples of resistance from Joanna’s public policy background. [0:03:52]
3- Guidance on how to unpack resistance, starting with understanding the fear that often causes it. [0:07:38]
4- Two things that happen when resistance isn't confronted. [0:13:00]
5- Four strategies that you can use to manage resistance regarding figuring out what's underneath it. [0:15:26]
Resources mentioned:
- Racial Equity Work That Moves Too Slowly Diminishes Staff Morale” [0:12:24]
- “3 Ways To Work With A Leader Who Consistently Focuses on the Trivial” [0:12:28]
Transcript
Click here for a transcript of this episode.
Here is a Glance into this Episode:
1- An introduction to Anthony Armstrong and the work that he does. [0:01:13]
2- The importance of being willing to adapt and pivot in this line of work. [0:05:02]
3- The detour that led Anthony into this line of work and how he uses this when helping his clients. [0:08:31]
4- The intersection between race, place, and access to opportunities. [0:16:54]
5- Anthony’s words of advice for white-identified people stuck between awareness and action. [0:26:32]
6- How to build your organization’s muscle or capacity for equity. [0:29:01]
7- The challenges of the positioning of the DEI role in an organization. [0:32:04]
8 - Anthony advises anyone wanting to move forward in their equity journey to understand your “why.” [0:37:26]
Resources mentioned in this episode:
- Crabgrass Frontier: The Suburbanization of the United States by Kenneth T. Jackson - [0:09:14]
- Segregated by Design - a video based on the work of Richard Rothstein's book, The Color of Law: A Forgotten History of How Our Government Segregated America - [0:10:44]
- When Affirmative Action Was White: An Untold History of Racial Inequality in Twentieth-Century America - [0:14:51]
- Curb-Cut Effect by Angela Glover Blackwell -[0:29:16]
About Anthony Armstrong:
Anthony Armstrong is a Founder and Partner of Make Communities. He provides equity-focused training, facilitation, coaching, assessment, planning, and technical assistance for mission-centered clients. With a rounded skill set at the intersections of organizational strategy, community engagement, and public policy, he brings a cross-section of experience as a consultant and a practitioner regarding policy, programs, projects, and operations, as well as individual reflection, relationship development, and team building.
His assignments and partnerships take many forms, including racial equity training and coaching; equitable development strategy and implementation; constituent engagement and inclusion; organizational and urban planning; inclusive placemaking, and mission alignment.
He is often called on to advise during start-up, transition, and transformation phases of organizations and collaborative efforts committing — or recommitting — to improving their mission performance by living into their shared values and increasing their relevancy within systemically disinvested communities.
To connect with Anthony, visit: http://makecommunities.com
Here is a glance into this episode:
[2:31] Two fundamentals guide my approach to racial equity.
1- The first fundamental is adopting racial equity as a practice is everyone’s job. That means whatever a person’s role is in an organization, there are actions that they can take to help the organization be more equitable, no matter what they do.
2- The second fundamental that guides my work with clients is that racially equitable practices should cut across an organization’s work, both internally and externally. So, in other words, to be the most effective, equitable practices should be utilized in different parts of the organization, whether in internally facing operations, accounting, and payroll, or to your externally facing communications policy or outreach work, or if you do direct service, that experience with clients one to one.
[4:54] What happens when an organization lacks a shared why. Lacking a shared sense of why racial equity as a practice matters can be a stumbling block for staff because 1) they’re not sure what’s expected of them, and 2) they’re not sure why it matters in the organization’s work
[9:25] Three action steps that check the pulse of your “Equity Why.” These are three ways to move forward if you believe your organization lacks a shared why.
1- Pause. Stop what you’re doing and check in to be sure that the work that’s happening in your organization is anchored in a shared way.
2- Get clear on the why. Make sure that whatever actions or activities are happening that they feed up into one strategic vision for equity in the organization, for equity internally and externally.
3- Work with others to create the shared why.
There can be many reasons an organization doesn’t move forward in its equity journey. But when I see an organization spin, meaning they’re not moving forward, they’re having the same conversations; as I said earlier, the one thing I always look for is whether or not there’s a strong “Equity Why.”
Resources Mentioned
Your Organization Needs a Shared “Equity Why”
How to Identify Your Organization’s Racial Equity Stage
Do Your Employees Know Why You Believe in Racial Equity (not explicitly mentioned, but a great read)
Race in the Workplace is a new podcast, and your support is helpful. If you like the podcast, please consider rating and reviewing my show on Apple Podcasts. Five stars, please. I hope that the podcast reaches every person who needs it. Also, if you don’t already subscribe, please do so. Click here to subscribe to the podcast so that you’ll know when a new episode drops.
Here is a glance into this episode:
[4:07] Is your organization attempting to hire with diversity aspirations in mind? Often, organizations want to use hiring as an opportunity to increase diversity within their organizations. It is important to do the structural work first, which includes looking at your processes: decision-making, feedback loops, and workflows.
[5:09] Internal culture contributes to churning among Black staff. In the organizational systems space, we talk about structures apart from people. Yet, people create systems and implement policies and practices. White supremacy lives in the structures of organizations. That means to disrupt it; you must first acknowledge it.
[9:13] Accept that staff are likely to have different experiences within your organization according to their position and racial identity. This reality can be hard for managers to accept. Yet, it is true. So many organizational processes are wrapped in an equality framework, i.e., everyone is treated the same; therefore, their experience must be the same. Once this reality is accepted, then it becomes easier to take action.
Resources Mentioned:
Nonprofits, There’s not a Lack of Diversity in Candidate Pools — It’s Your Hiring Process.
Nonprofits, Are you Constantly Losing Staff of Color? Here are 4 Ways to Stop the Churn.
Race in the Workplace is a new podcast, and your support is helpful. If you like the podcast, please consider rating and reviewing my show on Apple Podcasts. Five stars, please.🤩 My hope is that the podcast reaches every person who needs it. Also, if you don’t already subscribe, please do so. Click here to subscribe to the podcast so that you’ll know when a new episode drops.
Episode 005: How to Hire a DEI Consultant
My best guidance is to find a consultant partner whose perspective and expertise align with your organization’s desired outcomes. It is not uncommon for organizations looking for a consultant partner to be unclear about what they need. Generally, there is a pain point or an immediate problem that leaders want to resolve. For example, it’s been my experience that those responsible for hiring consultants don't know we have different skillsets. That one little piece of information is critical to avoiding creating a partnership that doesn't align with where the organization is or wants to go in its journey. I hope this episode helps steer you to the right racial equity partner.
Here is a glance at this episode:
[6:16] Know our distinctions. Understand the distinctions between consultants because we don't all do the same thing.
[12:52] Do your research. There are a lot of us who are doing really great work, but there are also many consultants who are very new to organizational approaches around race. It's vital that you know a consultant's areas of expertise and understands what you're getting.
[17:13] Ask for post-engagement follow-up. Most organizations need some kind of post-engagement support. Be clear about those expectations up front and what kind of time you think you'll need, and what you want to use it for.
[20:01] Be open with your staff. I always encourage my prospective clients to be open with their staff about why they want to hire a consultant and what they hope to gain from it.
I want to leave my DEI leads with an encouragement to take your time to find the right partner. There are so many of us out here doing great work, there is somebody who can help you move your organization forward. There's no question about that.
Resources mentioned (or consulted) in this episode:
TOOL: Questions to Ask When Hiring a Racial Equity Consultant (You will be prompted to enter your email address.)
BLOG: Nonprofits, Here are Five Steps to Take Before Hiring a Racial Equity Consultant
Hiring a DEI Consultant? Here’s How to Avoid Exacerbating Inequity in the Process
Outsider Efficacy Bias: What it is and how it affects our work
Race in the Workplace is a new podcast, and your support is helpful. If you like the podcast, please consider rating and reviewing my show on Apple Podcasts. Five stars, please.🤩 My hope for the podcast is that it reaches every person who needs it. Also, if you don’t already subscribe, please do so. Click here to subscribe to the podcast so that you’ll know when a new episode drops.
It’s been my experience that each new stage of an organization’s racial equity journey requires something new and different. If you are leading diversity, equity, and inclusion inside your organization and are finding yourself constantly frustrated, it could be that your organization has hit a readiness gap. By that I mean, it’s progressed to a new growth stage that it isn’t quite ready for yet. If DEI leads can embrace that readiness needs shift, then moving an organization from one stage to another may result in less friction and more flow.
Here is a glance at this episode…
[8:31] Your organization needs a clear equity why with a supporting framework. You need to adopt an organizational framework that explains how your organization sees the world and its work. Your framework should include a historical and place-based analysis that names structural racism, how your work disrupts it, and your connection to the community.
[9:26] The path leading to the next phase in an organization’s journey will be traveled using adaptive strategies. There is an entire body of literature on adaptive leadership. Adopting racial equity as a practice requires change. It is an adaptive challenge in that it “requires new learning, innovation, and new behavior.” Often, technical solutions are used to respond to adaptive challenges. The short-term fix for an adaptive question can feel like performative box checking. Get clear on the why.
[12:07] Accountability is key. Accountability starts with each person. By looking inward, I mean managers, directors, and those with decision-making power need to actively examine their behavior and shift where needed. If your organization has declared itself to be anti-racist, then do the internal work that statement requires. Be who you say you are. The staff of color are not responsible for holding the organization accountable to its equity commitments.
[16:55] Set aside the necessary time for staff to do the work. Time for reading, reflection, and time to practice, are all crucial things, mainly when we’re asking people to learn something new or to prepare to learn something new.
[17:30] Review prior commitments. Chances are, whenever your organizational or company values were created, the people who work there now probably didn’t create them.
[18.24] Pivot without penalty. Borrowed from Adam Grant’s book, Think Again, create an organizational culture where innovation is encouraged versus when someone raises a new idea or a new suggestion for doing something differently, there’s an unspoken penalty for raising an issue or a new idea.
Equity journeys are rarely linear. There are bends in the road as well as stops and starts along the way.
Resources mentioned in this episode:
How to Identify Your Organization’s Racial Equity Stage
Racial Equity Readiness Signs: Growth Requires Checks Along the Way
The Racial Equity Impact Analysis Tool
Think Again: The Power of Knowing What You Don’t Know by Adam Grant
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It’s happening. Your leadership decides to declare the organization is anti-racist. Now what? Did the communications team already post on social media and blast the email list? Were you brought in to consult on the language in your DEI role? When an organization publicly declares itself anti-racist, DEI practitioners are the first people I think of. Your job just became 50% harder.
Public Relations certainly has a place in race equity work, but making external statements without doing the internal work first can do more harm than good. Because racial equity always lives in the how.
Real talk: these statements are often not backed up by internal work and contradict how you are showing up externally. No one knows your culture better than your staff; no one knows your work better than your partners. If you aren’t living into that anti-racist commitment every day, those proclamations can feel meaningless for those you need the most to make that aspiration a reality.
I never want to discourage organizations from moving forward in their race equity journey. What I WILL do is give you, DEI practitioners, concrete steps to help your entity live into an anti-racist public commitment.
Whether your organization is considering a statement or has already published one, this advice will help you navigate the “how.” Check out where your organization falls on this list of stages, then let’s get into it.
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Episode Title: How to Plan Your DEI Growth Journey
It is easy to forget yourself.
DEI practitioners spend significant time helping organizations and institutions map out how to achieve their equity goals. But do you do the same for your personal growth journey? In 2021, I realized this was a missing piece for me. I have invested a lot of time in my business, and I’m proud of my journey as a DEI practitioner. However, that does not negate the almost magnetic force that pulls me into pouring out for others. It’s a dynamic that we all need to directly address to move forward in our individual growth journeys. There is no shortage of barriers to having the time to intentionally grow in our field. Is your current role exhausting your focus? I encourage you to take a few minutes and listen to this episode and learn why finding white space for yourself on your calendar is the investment you are missing.
It’s relatively simple to identify a goal. Like this podcast, for example. I identified this as a goal years ago. However, until I mapped out the exact steps to get here, nothing was moving. So, what’s on your list? Fill in the blank: I want to create ________. I need to learn ________. But how do you get there? Are you distracted by the magnitude of what’s going on in the world or close to burnout with the demands of your DEI role?
You must identify your goals, focus on what you can control, then build out the steps to get there. Not only that, but you need to identify what support you need to sustain your growth plans. Pause the pouring out and make space to POUR IN…pour into yourself. This episode gives you the components to get there. But if the notion of pausing is a challenge, go back and make sure you listen to Episode 001. Let’s get into it.
First, ask yourself, “where do I want to grow”? [3:15]
Carve out time to plan. Setting a goal isn’t enough. This is a commitment to yourself. Don’t envision this as breaks between meetings. Truly set aside the time and space you need to think and write. Take what you tell your clients and apply it to yourself. You can’t just wish for a goal; you must plan. Pick specific areas to build out.
Focus on what you can control. [5:40]
There is so much going on around you, and you cannot control the state of the world. You CAN control areas in your own life where you need to grow. Identify one area you have always wanted to grow and commit the time and resources to do it. Ex., an online course, a new book, connecting with DEI peers.
You need to build a supportive system. [8:42]
Do you think resting is enough to prevent burnout? Nope, it is not. Keep your aspirations alive as you plan your growth journey. Ground yourself in plans and people you can come back to.
Resources Mentioned:
Healthy Housecalls with Angel (podcast) [6:10]
Radical Compassion, Tara Brach [8:21] [15:06]
How to Know When to Walk Away from your DEI Gig [Episode 001]
Episode transcript: Download the episode transcript
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Episode Summary This episode is about setting boundaries for yourself in your DEI role. If you are a DEI practitioner, it is about knowing when to stick it out or pack it up. If you are tasked with making DEI a reality, you may find yourself stuck in the gap between your commitment and your organization’s inaction. You are not alone if you are spinning your wheels and close to burnout.