You are a dynamic leader in an organization that is trying to center Diversity, equity, inclusion, and justice. You recognize this is a challenging (though rewarding) process and know that you can do better, faster – if you get the right help. You have limited bandwidth and have seen diversity initiatives fizzle out due to staff feeling overwhelmed. You know that asking for support is how you can demonstrate your commitment to creating sustainable, enduring change.
Commitments to help your organization change
I’m here to help! When I work with your leadership team, we will start by establishing shared understandings and commitments. Check out the videos below to get a sense of how we can work together to center diversity, equity, inclusion, and justice from the start. If these commitments speak to you, contact me at email@example.com to get started!
Unequal systems exist. We are not here to discuss whether inequities are an issue in the world. They are. Instead, we are here to establish an action plan to uproot them in your workplace in order to better serve your mission. We commit to the necessary reflections and open conversation needed to make sure we do not get detoured by questioning this fact. (From Got Green.)
There is a power differential in the room, both hierarchical and social. To support open and honest communication without fear of repercussions, we commit to valuing lived experience as much as or more than hierarchical power during these conversations. (For example, we agree that women know more about sexism in the workplace than men do, and therefore their voices must be heard more loudly and regularly, even if that means the male CEO listens more than he talks.)
Meetings are for setting strategy and moving forward; they are not professional development workshops. We commit to learning on our own or in groups outside the meetings, then bringing that learning into the meetings to inform our strategy.
We commit to centering the experiences of nondominant populations in the workplace, not of the reactions of dominant folks to learning about the experiences of nondominant folks in the workplace.
This work takes time and resources. In order to support folks who are tackling this challenge, we commit to resourcing this work appropriately, both for direct expenses like workshops and trainers (and strategic planners), and indirect expenses like staff time to attend meetings and engage in necessary professional development. This also means having conversations with supervisors about work that comes OFF people’s plates as necessary to sufficiently allocate time and capacity to do this work well. Without this, you will likely run out of steam and your efforts will halt very quickly.
“Sapna is a seasoned education professional who uses her skills in strategy, facilitation, and community engagement to push environmental education toward social justice and inclusion.”
Hamdi Abdulle | Executive Director, African Community Housing and Development (ACHD)