Resources for Racial Equity and Inclusion

Virtual Roundtable: Anti-Racism for Allies

November 10, 2020
by HUB International

Download the event handout that includes a glossary of terms and a variety of links to resources that will help you lean into becoming an anti-racist ally.
Padlet with topics and additional resources: https://padlet.com/veronicasmith3/dpr20emv2sh8fc2v

About this Event

HUB International hosted a virtual roundtable to engage Washington State business executives, HR professionals, and employees in a discussion about how they could lean in on issues of race and racism in the workplace.

To understand the connection between diversity, equity, and inclusion (DEI) and organizational culture, we must each cultivate greater self-awareness and open mindedness. Increasing your understanding of DEI terms, concepts, frameworks and best practices is critical to becoming an inclusive leader in your organization and creating a culture of belonging.

HUB is partnering with leaders in DEI to jump start the conversation and provide resources that you can use in your personal and professional lives to be anti-racist.

Topics:

  • Why professionals and businesses should lean in on issues of race
  • Racial issues are complex: Where do you start?
  • How businesses can incorporate an organizational assessment around race and inclusion
  • Ways businesses can come up with a strategic plan and goals that can be met
  • The biggest mistakes we see businesses make when trying to lean in on issues of race

 

Round Table Members:

Maleah Jackson, Management Consultant
maleahj@makariconsulting.com
425-390-4510
https://www.linkedin.com/in/maleahj/

Joseph B. Jordan III, Brand Management Consultant
josephjordan919@gmail.com
http://jjordanandassociates.com

 

Mary Marshall, Executive Coach, Consultant, and Author
mary@mary-marshall.com
https://mary-marshall.com/

 

Veronica S. Smith, Culturally Responsive Lead Scientist
veronicasmith@data2insight.com
206-290-0374
https://data2insight.com/
https://www.linkedin.com/in/veronicassmith/

 

Host:

Karen Forner, Managing Partner
Karen@EmployerSolutionsLaw.com
425-246-4210
https://employersolutionslaw.com/

PayScale Lunch and Learn: Reducing Bias in Data and People

Veronica S. Smith was invited by PayScale to discuss two issues their company focuses on daily: 1) reduction of bias in data and people to improve their company’s multiculturalism; and, 2) increased success with transforming compensation data into transparent, actionable knowledge that is mutually beneficial for employees, employers, and clients.

Key Takeaways

Focus on collective intelligence and learning

Peter Senge coined the phrase “learning organizations,” which he defined as an organization that encourages and facilitates learning in order to continually transform itself to survive and excel in a rapidly changing business environment.
Check out these videos to learn more about learning organizations:

Have courageous conversations

What is a courageous conversation?

There are many places on the web that reference the term “courageous conversation.” The source for the guidelines provided is Glenn E. Singleton’s and Curtis Linton’s field guide about courageous conversations about race. Singleton’s protocol was originally developed to support adults in having the conversations necessary to make progress on difficult subjects such as race, racism, ethnicity, and privilege. The intended result is a robust, experience-driven dialogue that deepens the group’s collective understanding while broadening each individual’s perspective. See the guidelines for courageous conversations that Veronica shared, which were adapted from the Singleton and Linton field guide.

What does ‘culturally responsive’ mean?

To be culturally responsive is to understand and consider the different cultural backgrounds of the people you interact with, are in relationships with, work with, teach, and serve.

Understanding intersectionality

Check out these resources on Dr. Kimberlé Crenshaw’s concept of intersectionality:

Check out the diversity wheel developed at John Hopkins University to show the different dimensions of a person’s identity. The combinations of all of these dimensions influence a person’s values, beliefs, behaviors, experiences and expectations and make us all unique as individuals.

What is brave space?

Professor bell hooks is one of the people attributed with coining the term “brave space,” places where people passionately welcome and encourage, in theory and practice, diversity of opinion, new ideas, critical exchange, and dissent.

Increase your awareness and understanding of both people and data bias

For people

Award-winning entrepreneur, dynamic speaker, and author and diversity and inclusion expert Jennifer Brown explores this topic in her podcasts.

Whether to underscore support for workplace diversity and inclusion, to acknowledge LGBTQ Pride or History Month, to help advance the mission of groups that advocate for equality, or just because it’s a fascinating, award-winning movie — a showing of The Lavender Scare will be an enlightening and memorable occasion. There are several ways you can bring the power of The Lavender Scare to your community!

Increase your awareness and understanding of the Transgender community with these resources:

Cultures Connecting is a great resource for training about building antiracist and multicultural organizations.
Explore strategies for your workspace with Karen Catlin’s book: Better Allies: Everyday Actions to Create Inclusive, Creative Workspaces.

For data

Be transparent & accountable—be an evidence-based leader

Don’t miss these resources from Stacey Barr, the performance measure specialist:

Play!

Check out world-renowned game designer and author Dr. Jane McGonigal’s TED talks.

Jane McGonigal asks: Why doesn’t the real world work more like an online game? In the best-designed games, our human experience is optimized: We have important work to do, we’re surrounded by potential collaborators, and we learn quickly in a low-risk environment. In her work as a game designer, she creates games that use mobile and digital technologies to turn everyday spaces into playing fields, and everyday people into teammates.

Schedule a lunch and learn for your team or organization

Would you like Veronica to share with your group how to reduce bias in people and data? We would love to get that scheduled for you. Contact our Scheduling Guru Sarah Rowe at office@data2insight.com or (720) 939-4172.

Building Diverse and Inclusive Teams

July 23, 2019
by Insight Data Science

About this Event

Building and retaining diverse and inclusive teams is no longer simply desirable — it’s become a must-have for both large and small companies.

Join fellow hiring managers, their talent acquisition partners and others with influence over the hiring process for a Tuesday, July 23 panel discussion on Building Diverse and Inclusive Data Teams in Seattle.

On the panel to discuss strategies and best practices for hiring and retaining diverse and inclusive data teams will be:

  • Salehah Hassan, Recruiting Manager at Airbnb
  • Nicole Maddox, Founder and CEO of Flywheel Talent Strategy
  • Anthony Ritoli, Head of Talent at Assurance
  • Veronica Smith, Data Scientist and Founder at data2insight

Some resources for people wanting to build more antiracist and multicultural organizations:

  1. Assess where your organization is on the multicultural spectrum: 2 documents (Continuum and Multicultural Org ID Model) that you can use with your team to identify where your team/org is from monocultural to multicultural. Understanding where your organization is on this spectrum, will help you and your allies to make better informed decisions about next steps in your efforts to reduce racism and sexism and increase multiculturalism.
  2. Failing to plan is planning to fail: This is a super simple DEI strategic planning tool, which is good, because the DEI problem is super complex, and it is good to take baby steps—maybe start with a 6-month plan. You want the step your team decides to take tied to a plan that you can share broadly so folks know what you are doing, why you are doing it, and how you are going to measure progress against goals, and learn and improve. Doing a workshop here and there on implicit bias and calling it good is NOT the way to go. Plan first, then do, study, and improve based on what you learned.
  3. Consultants as a resource: Consider working with a consultant(s) to support you and your team in this process. Cultural change is an ultra-marathon. Having a coach who knows the evidence-based approaches for taking on this will save time, money, and prevent unnecessary damage to employee, client, and community relationships. Two that I have been impressed with are Cultures Connecting and RevDEI. And, of course, data2insight is doing some work in this space. We specialize in 1) collecting and analyzing employee data in rigorous, culturally responsive ways that ensures their privacy and builds trust, and 2) guiding leadership and management teams to be evidence-based, transparent and accountable as they cultivate and sustain a more multicultural organization.
  4. Start small: As you probably know, it is usually good to start small and very focused, and build from there, rather than put together a 5-year plan right out of the gate. Below are links to some info from a 2013 report from the Center for Talent Innovation that defines two dimensions of diversity and how they can contribute to increased innovation and market growth.
  5. The Strategic Approach to Org ID doc has a nice outline of a process of getting started within your orgs.

Hopefully this will help inform your work within your organizations to build more diversity, equity, and inclusion on your team.

If you are interested in learning more about how data2insight can help you and your organization cultivate multiculturalism, schedule a free consult with Veronica Smith by contacting office@data2insight.com or call (720) 939-4172.