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if you have questions or comments for us we will be looking at the chat so please feel free to put them in there so i want to do a land acknowledgement before we go any further and we like to at yw acknowledge that we reside on the traditional land of the massachusetts people past and present and whose name was appropriated by the commonwealth we reside on the ancestral unseated lands of the massachusetts people and we pay respect to this land and the people who have stewarded it over the years so we always like to start our presentations with that now i'll tell you a little bit about yw boston who we are and what we do so our mission statement is the same mission statement for over 200 ywcas in the country and that mission statement is to eliminate racism empower women and promote peace justice freedom and dignity for all and not surprisingly like many institutions in massachusetts we are the first ywca in the country uh established in 1866 and even though we all share the same mission we are allowed to execute on that mission in a way that we feel will have the most impact in our community and so at yw boston we focus on and our vision is to help organizations create more inclusive spaces and environments so that women people of color and especially women of color can thrive at all levels so that's the work that we have been focusing on for about four years now and our work consists of uh programs and other activities so our first bucket of work which i'll talk a little more deeply about in the next slide is our diversity equity and inclusion services and that work is really working with organizations across sectors to help them get both a critical mass of people within the organization to understand what the challenges are internally and feel that they have the knowledge tools and skills to move that work forward it also works with mid to senior level managers as well because often they need additional support in this area and we have advocacy work that we do because we know that there are uh challenges outside of organizations that have impacts on our organizations being able to create inclusive environments and for people to take advantage of that and so that's where our advocacy advocacy program and work steps in and then we do a program fire for middle school girls because for many and particularly women of color but for many women they're in leadership positions in part because they had opportunities when they were younger and we realized that there was a lack of opportunity for middle school girls in the boston area and so we have our fire program that works with them and then lastly thought leadership and this is an opportunity for us to both share what we're learning from the work that we're doing as well as to elevate other experts in the field so that people can hear what are best practices what's working and ideally take those back to their own community as i shared and you'll see in the next slide that our diversity equity and inclusion services consists of workshops like we're doing today and on the one hand i'm sorry to share bad news and that the workshop is not going to fix all your problems but the good news is we hope that you'll leave with some more information and some tools and frameworks that you can use to move the work forward internally and that's what our workshops do we also do a program called inclusion boston that's a deeper dive with a smaller group of people within an organization that ultimately leads to an action plan that we help the organization implement for a year our lead boston program works with mid to senior level executives because we have found in our work and the research also supports that when organizations are looking to do this work leadership can be on board there could be a lot of excitement but it's often middle to senior level managers that are asked to move the work forward and they don't always feel like they have the tools and that's what lead boston does it helps to equip them so they feel empowered and to be able to make change internally and as i shared we do our workshops and again our workshops are really about to share knowledge tools definitions and frameworks so uh next slide will be katherine thanks um so i know many of us have been using zoom for quite a while now but did want to take a moment just to introduce a few ways we'll be using it and i think it's always worth a reminder i can say that i'm on here all the time and yet continually forget to unmute myself so we'll be using we want to have some opportunities for folks to engage both in some breakout rooms later but also throughout so please do use the chat function to ask questions or offer comments you can also use the ray's hand and we'll be trying to keep an eye on that throughout we are going to be doing a few questions to get feedback from all of you so we'll be doing a few exercises that ask you to include a response to our question in the chat and then we'll be asking a few folks to unmute to share a little bit more about the answer you provided um we are also going to be really want an opportunity for folks to recognize where we share different challenges and opportunities so if you hear a comment from someone else that resonates for you you use those reaction options that you have um to you know over here to help folks know like that really resonated for me we can use the thumbs up the clap smiley face different things to let folks know like yes um i'm having that challenge too at our organization or you know we had a similar experience and so on so that we can get a sense of themes and trends amongst all of us participating today and then finally just want to while we encourage folks to keep video enabled i know that's not always of possibilities so ultimately we really want everybody to practice self-care uh stretch get a take a break if you need to uh guest stars are welcome your co-workers are welcome the pets coming through behind you on the screen it's all good we want to have a really great and comfortable conversation so to review our objectives for today we hope to develop a shared understanding of some of the key concepts of organizational change and how that can help create an inclusive workplace we're going to introduce a few frameworks for change efforts learn to identify some barriers to inclusion within organization and we'll use a case study approach to do that and that's where those small group breakout sessions will happen and we hope to increase our knowledge of strategies to address systemic racial inequities within organizations and to echo what beth said you know we really hope that you walk away with a few tools resources new pieces of information that you can apply back at your workplace and that's really where the work will happen and also to frame much of what we're doing today is very similar to a workshop we offer by the same title that said if you were to do a workshop with us you'd find a lot more opportunities for um interpersonal engagement and activity that just weren't available given the time frame we have today but wanted to acknowledge that that's the primary difference you'd notice between our conversation today and one of our workshops is the level of interaction that we try to encourage oops so i want to talk a little bit about what is diversity equity and inclusion and we can think about it you know diversity is diversity of people and perspectives and what we're really thinking about there is variety it is the report that tells you um demographically who's in your organization who's represented and who's not represented and what um you know emphasizes how many of this group do we have in our organization or on our leadership team and you know diversity programs in the cultural celebrations education programs are not equivalent to doing racial equity work we can celebrate different cultures and traditions without actually doing the work to dismantle inequitable systems and policies so diversity is is one key element but it's not the whole thing and also want to clarify that diversity is not an adjective to describe describe a person or a group of people so oftentimes we hear folks differ we have diverse people in our organization what that can often be a euphemism for trying to describe we have people of varied racial identities in our organization and the more we can be clear about our language the better inclusion is really providing power voice within an organizational culture transforming that organizational culture and it's more an intentional effort to transform the status quo so we create opportunity for people who have been historically marginalized within organizations and it really needs to begin and center with the wants needs and quality of life of those who have been historically marginalized and without access to power and finally we would think about equity that's looking at you know the results of changes to policies practices um and that's where we can get to belonging so we think about belonging occurring when there's true equity within an organization it's a feeling of being a sense of being heard and valued and i wanted to provide a quote that might be familiar to a lot of you from our lead boston alum vernee myers diversity is being invited to the party and inclusion is being asked to dance and to give a little bit more and really help frame how we at yw boston think about our work it's helpful sometimes to think about what something is not in order to think about what it is so dei efforts are not one and done solutions a check box or only one team's or one individual's responsibility they are ongoing cross-functional work it's continuous inclusive and accountable and i'd say that we all everyone within an organization has a role and responsibility for advancing diversity equity and inclusion so what needs to change we um talk a lot about what we call the four eyes and so this is how systemic inequities can often show up at different levels and layers of organizations communities countries systems such as a education system health care system and so on and we're gonna in just a moment do beth's gonna lead you in a couple of exercises to look at this in more detail but i wanted to provide a quick overview of those four eyes so when we think about the ideological it's the assumptions and beliefs and messages that reinforce systems of inequity and drive social injustices so an example of that could be in our media and in our popular culture in terms of who's presented as heroes in our movies who's typically presented as villains in our movies and what messages um beliefs is that reinforcing and conveying and if we look at the institutional think about bias and discriminatory policies and practices that result in an equitable distribution of resources and one example of that could be a lot of organizations have a blanket practice of saying all jobs candidates must have at a minimum a ba college degree of some sort without really looking at is that true in order to do every job here do you have to have a ba and so that even if it wasn't intentionally put in place to have a disparate impact may be resulting in inequitable opportunities if we look at the bottom left-hand side internalize this is bias and prejudice that manifests within ourselves that give thoughts and feelings um about our own racial superiority or inferiority and it's again it's influenced by the messages we receive from the dominant culture so within an organization if there's no one on the leadership team that looks like me um i might wonder whether i might not even put myself up for a promotion or try to get a promotion or apply for that next job because i think those kinds of opportunities aren't for me and finally intern interpersonal this is what i think a lot of us often think about when we talk about racism and discrimination it's the um things that happen among individuals that are informed by racial stereotypes and this can also be called racial prejudice so for example within a workplace perhaps in a department there are only two black women in that department and your colleague continually mistakes one for the other be an example of interpersonal so that's gonna give us some opportunities to think about this a little bit more and practice sorry i couldn't find my little thingy to mute myself all right um so we're going to do a quick check for understanding and we're going i'm going to ask you to use the chat function and so i'm going to ask a question i'm going to read it you can read on the screen i will read it out loud and ask you to say is this internalized institutional ideological or interpersonal thinking about the four eyes where would you put it and in some cases you might put this comment in multiple eyes and then once people put their thoughts in the chat i will ask one or two people to unmute and just share what they picked and why and so the first one is you're on a zoom meeting when a colleague mispronounces a board member's name again when alerted to the mistake your colleague says sorry it's such an unusual name and please put in the chat is this an example of internalized institutional ideological and or interpersonal now i don't know if this is peer pressure but there is a lot okay now i'm seeing some different ones before it was all interpersonal now i see a couple of others popping up all right i think we've had just about everybody answer so i would love to get uh two people to uh unmute and to say which one they picked and why going first is always the hardest feel free just to unmute and share you can also raise your hand i'm not i'm looking i don't see any hand raised and someone asked if they could see the four eyes again i guess to help with their answer all right folks we're not moving unless i get a couple of volunteers so well i'm happy to volunteer thank you scott that's okay um i'm hesitant to be the white male making noise but at the same time i'm happy to make some noise great so did you pick well at first i picked the one that a lot of other people picked which is the interpersonal um but i thought that and i picked that because it's about one person making a statement to another person that shows a lack of sensitivity but i also thought that there might be an institutional component if in fact there is a culture in the institution where making such a statement that shows a lack of sensitivity is considered to be okay great thank you and if i can get one other person to go who maybe picked uh ideological or uh internalized just to share a different response and perspective well shall i go please i i picked the ideological just the word unusual um that that's an assumption unusual to that person speaking but not necessarily to others great thank you lynn all right so we will go on to the second one your organization's dress code includes two lists of restrictions organized by gender and again please put in the chat is that internalized institutional ideological or interpersonal or a combination terrific all right may i get uh two different people to share their responses please i'll go um i i said institutional because it's a policy like it's a policy and practice throughout the whole agency great and one other person um i'll go i had selected institutional as well as internalized because um as the previous speaker said it's institutional it's in the company policy um i had put in the internalized because i think people just gloss over it it's just that's you know they're so used to it oh boys are those girls or this so and i think it could probably go um ideological as well but i think where you know if we had a dress code that's like blacks you know and white dress code a racially based everyone would be like what but somehow the gender is just so internalized um that you know that's why i selected that great thank you janet um so and there was a question that came up in the chat and some of the examples that we will use that we talk about are not going to focus just on race um since there are other groups that are that face oppression in organizations so we will get examples like the last one that looks at gender for example so just wanted to say that we won't focus entirely on on race in our presentation um if i'd chime in and say so the the intersectional impacts um can oftentimes disproportionately of a dress code like this can disproportionately impact black women within the workplace particularly dress code that can touch on what's appropriate hair style and so on great thank you catherine and before i forget that's a great point too in just thinking about how the intersections of identity can show up in an organization oftentimes organizations might look at a situation and look at just one group so how are men doing versus women how are people of color doing versus white people but it's really important to go layers deeper than that because sometimes if you identify as a woman who is a woman of color um that your information may look very differently than somebody who identifies as a white woman and how you're progressing potentially in your organization may differ because of multiple identities all right so now i want to talk about the ecological model and really thinking about how do you make change in an organization and so we know that there is a system of oppression and the examples catherine gave some were internal to an organization somewhere external in the world and thinking about how do those things show up within an organization and so the way that we like to think about it at yw boston is looking at three levels within an organization the micro the meso and the macro and how do the systems of oppression or how do the elements of the four eyes show up in each of these levels within an organization because ultimately to get to change we have to think of how we're addressing each of these levels what levers are we pushing to get the organization to change and so the first is the micro and that's often where you'll see intrapersonal and internalized issues show up and that's really what is the knowledge that people have what are their attitudes and behaviors around different identities what do they believe and about themselves what are their skill sets and what is their history of understanding both within their organizational what is the cultural context and the history and dealing with different groups and what's going what happens in the world both both previously and in currently the meso level is thinking about the culture of an organization and what are the formal and informal social networks how do people find support within an organization and thinking outside of an organization thinking about groups you may belong in thinking about you know family structures friend networks but within an organization what are the formal and informal groups and and what is uh what are the cultures of those groups and that has a lot of the interpersonal interactions and thinking of the four eyes and then lastly is the macro level and that's really looking at what are policies and practices within an organization and that's really getting at the institutional level and thinking about again you know formal and informal policies and practices rules and regulations and how is that influencing the organization thinking about what's going on in the community what is the relationship with other organizations and institutions and is that having an impact on what's have how is that impacting what's happening within an organization and then lastly public policy and how how is that influencing what's happening and so again in order to make change within an institution it's important to look at all three of these level levels and figure out what are the levers that are going to make sense to push to try to get at all the ways that the four eyes are showing up internally so now we're going to do another check for understanding and i'm going to have you there four different uh situations and ask you again in the chat to say how does this how would you define this is this a micro issue is this a meso issue or is this a macro issue so the first one is asking a colleague to touch their hair hmm so we're seeing in the responses many are micro and there have been i think the second is uh micro and meso and then we have one for macro so i would love to get two people again to share what are they why did they pick the one that they picked or the if they picked two why they picked those two i can share great i picked micro because it it was interpersonal to two people and i i just kind of laughed to myself that apparently this must happen a lot because it's always an example and and like every training i'm gonna go to [Laughter] yeah i can just share a story my daughter and i this uh summer were up in new hampshire um and some person walked by my daughter had her hair in braids and just felt like she could touch my daughter's hair didn't ask nothing just said oh isn't your hair cute and started touching my daughter's hair um who else would like to go i picked a different a different answer for that one i can go i picked uh micro n meso because i think you know micro is about like uh the person's kind of internalized feelings and you know understanding that makes them feel like it's appropriate to ask someone about touching their hair and then the meso because of the interaction is between the two people great thank you both um second one is clear policies for promotion micro meso or macro so all right so i we've got okay we had a bunch of people that said macro so i would love for who if people put either uh meso or micro to share why you picked those and it's not that they're wrong so there's no right or wrong answer here but i'd love since most people said macro i'd love to hear how people put it in the other categories i can go um i chose uh micro and macro because i feel that um it's it's it's um it's clearly is a macro um uh it's in the macro but also i chose micro because i feel that uh regularly like people of color is um and this happened to me personally when i'm trying to do to stay explaining something and there is other people that try to explain it better in a meeting or something so i feel that there is this belief that we need instruction and we need guidance that we cannot do it um for ourselves and also when there is like a uh there is like a woman of color in a position of like you know of like um leadership it's like sometimes she gets uh a lot uh question about the decisions that she takes so i feel that that is also the uh micro factor in there yeah that's great carolina or carlina thank you so much for sharing anybody else have something to add on this one if it's all right i'll just chime in mrs anthony i was gonna say that um it it just yeah i believe it's macro but everything sort of starts at the beginning the influence you know and kind of pushes all the way like if we can work on the macro that's going to affect the map if we can work on the micro that's going to affect the macro but you got you know ideas that work their way through the system right that was my thought thank you both that was great anthony and again carolina thank you and last one providing formal feedback only to people who have similar social identities micro meso macro or combination all right so i would say so far there this is probably the one that uh more people are saying falls into all three than either of the other two so i would love to get just a couple people again to share um what they picked and why and particularly if someone picked all three that would be great to hear why you picked all three i chose all three um the micro level because i do think it is interpersonal to provide feedback to individuals maybe there's a reason why you choose to do it for only certain social identities ones that you know similar to your own for the meso because it is states that it's a formal process so i thought that that was appropriate it fell in there and then macro because it can be institutional culture in terms of what generally happens in terms of networking and it does well into policy as well great thank you kim does anyone have anything to add all right hearing none i will let you guys off the hook on this one and just let one person go and we'll go to the next slide so now we've talked about all of the you know different things to be thinking about right and so that this is a system it's not necessarily you know that people are bad actors or intentionally are acting badly but there's a system that we're all a part of and so we have to think about how all those pieces of the system the four eyes connect and how do we disrupt that we spent a little time talking about you know how and thinking about the three parts of an institution or an organization the micro the meso the macro how those connect with each other and again how they're influenced by this system of repression so now we're going to talk about how do we enact change how do we think about moving our organization along the d e and i journey so i'm going to give you a couple of minutes to look at the chart that is up there i'll read it through also to just just to be helpful for folks and then ask you to think about where you would place your organization along the d e and i journey and a second question if i were external to your organization or anyone external to your organization where would they put your organization so the first one is where do you place your organization on the journey and the second is if i was an external person and if i looked on your website if i looked at any of your materials if i went into your offices where would i put it and so the first one on the journey is exclusive and that's an organization that intentionally and publicly excludes or segregates african americans native americans latinos asian-americans and other marginalized groups passive is tolerant of a limited number or token people of color or members from other social identity groups allowed in um because they have the proper perspective and credentials so we have a couple um from different groups and we often declare we don't have a problem because we got a couple of folks that identify as people of color as lgbtq community members symbolic change an organization that makes official statements on diversity efforts perhaps this summer some organizations might come to mind sees itself as a non-racist institution carries out intentional inclusive efforts but is still relatively unaware and has little or no contextual change the next is identity change growing understanding of racism as a barrier to effective diversity develops an analysis of systemic racism internally but institutional structures and culture that that reside still maintains racism and is it's still intact and relatively untouched then we have structural change this is an organization that commits to a process of intentional restructuring based upon anti-racist analysis audits the organization to ensure full participation of people of color and other marginalized groups implement structures policies and practices with inclusive decision making and then lastly fully inclusive an institution's life reflects full participation and shared power with diverse racial cultural and economic groups and there's a sense of restored community and mutual caring so again we'll give you a couple of minutes to think about where you view your own organization and then where you think people outside of your organization view you all right so we are going to put you into breakout groups and ask you to share with it within your group where you put your organization where you think others would place your organization and why you believe that there is a difference and then we'll come back and have one or two groups share some of the themes that came out and so again we'll give you about nine minutes in a small group to have that discussion could you put the question in the chat please sure thank you that's let me know when you've done that i i put them earlier but it'd be good to put them back in and then i can open up the realms all right different questions oops all right got it here hold on a sec there we go great okay it's gonna be nine minutes in the breakout rooms all right welcome back i say this every time but it's always good when everybody comes back i'm always afraid that we send people off and they don't return so it's great to see everybody's zoom faces on here so i would love to get uh three groups to share just what came out of your discussions and i don't want you to share it you don't have to share the name of your organization um because i want people to feel comfortable sharing but it'd be great to hear if where people put their organizations and if there were differences sort of in the group about where external or stakeholders may see you versus where you saw you who would like to go first um i'll go um for breakout room three um my name is bethany um so we all actually had some pretty similar things going on with our we're all from different organizations um and we all felt we were kind of in this symbolic area um we felt like you know we're making some really great steps um but we had a lot more steps to go and i think one interesting thing from the conversation is when we look outside i think everybody sees things differently some people be like oh great you know your organization made a statement this year because of events where other people might view it as oh well you should have been doing that a long time ago um so i think it's it's hard to say how people kind of view the organization so we all kind of felt the same on that but it could be really difficult um because some people think we should have been doing this work way before and other people feel good because great thank you bethany how about someone else from their group hi i can go um from group four we talked about um two i thought were two of the most interesting things were it really depends on the lens so if you're a stakeholder versus a donor versus um you know somebody that we're working more directly with all those groups of people are going to have a different feeling about where we're at um we've worked really hard on this in our agency and i i think we're past symbolic but that's just my um opinion and also i was i guess not surprised but also surprised that some board members are more cautious about what to do with this kind of information so interesting um can you share a little more on the why they're cautious or what they're cautious about sharing um i don't i don't know if the group members want to speak to that but i would just say some are feeling like that's more of a political statement and they don't want to get into a political statement and some i think feeling like they don't want to um they don't want to be chastised for making a statement if if the person on the outside feels like they have more work to do in the ei great thank you gina for for sharing uh and we can have one more before we we move on i can go we talked a little bit about how within an organization and with external stakeholders there could be really different perceptions of where the organization is and i think that's the case for us because i would put us at symbolic or identity but i am sure that you know many people in leadership would put us at a higher category um and i'm guessing that maybe some community members or other stakeholders might put us on the lower end especially since some of the things that we've done are very internal like um you know pay study around race and gender kind of kind of things that nobody would know about so um yeah it's there's definitely many perceptions for each organization yeah great thank you and one thing you shared uh kate which you know i think is also important for organizations to be thinking about is you know within your organization who would think what and why right and if leadership is thinking you're one place but many of your entry-level staff or even admin staff are thinking you're someplace else why might there be a disconnect and what can happen to help bridge that gap right and the same gina for things that came up with the board right understanding why the board may have the perspective that they have and if there are concerns how do you address those concerns so it's not potentially holding the organization back so thank you all for your comments i told you i forgot to i meet myself all the time uh so i'm gonna talk just a little bit about a couple additional slides and then set us up to go into different breakout groups to have a conversation focused on a case study and hopefully bring all the expertise that's in this space with all of you as well as apply some of the information we've shared today and hopefully that'll be a rich conversation so really digging in at the domains of macro level change these are some of the things we're thinking about when we think about institutional change that there's a lot of different levers uh including our hiring some of the things that you've mentioned just now in the report out culture decision making promotion structure are all our processes and systems but you know much of this that we're sharing here is um fairly hr focused but there's a role you know really thinking about what is the role for marketing and communications if you have that staff um what is the role for you know any research and evaluation staff how are they thinking about uh macro level change in in addition your finance staff so who are um what vendors do you work with how are you being intentional about supply you know the racial diversity of your suppliers and external partners providing services at your organization um you know with decision-making thinking about you know that decision making includes multiple perspectives um and then you know a lot of organizations may have someone who's specifically focused on advancing diversity equity inclusion that's increasingly those roles are being created but how is that person how is their work integrated top to bottom across all teams in all departments and beth i know um i think this is something you feel really strongly about is there anything i've missed that you'd want to add in yeah i think you you covered it i'll just emphasize that you know every team within the organization does these things right every group has promotions every group has a culture every group has a leader every group thinks about retention and so it's easy to default to say this all falls to human resources or our hr slash operations person but really it falls to everybody within the team and within the organizations because all of these processes are happening you know within groups as well as across the org and as we think at yw boston i think we think about using for our goal setting a variation on the smart framework i think a lot of us are familiar with the smart framework of creating goals that are strategic measurable ambitious realistic and time-bound this smart eagle also includes inclusive and equitable and we find this really helpful in both in our own work but working with our partner organizations uh because often times the goals have been set and the thought about being inclusive and equitable happens after and how can we really make it an intentional part of the goal setting process itself so that it is woven in and being considered from the start so just to talk a little bit more about the inclusive piece you know thinking about goals that are inclusive um you bringing in the voices of employees or stakeholders volunteers donors whatever it might look like at your organization particularly those most impacted by the work into processes activities decision making in a way that is sharing power you know oftentimes there can be a fine line between inclusion and tokenism and that fine line is often power are we come giving a nod by having a focus group where folks provide an opinion or are we really saying these opinions are going to shape the decision making and in what way and then equitable thinking about you know are the goals and objectives being created um is there an element of fairness justice are we seeking with this goal to address systemic inequities and how so we're going to look at a case study to try and help our case study organization become more equitable and malin is going to put in the chat a link to a url that has some of the tools we shared earlier including the dei journee diagram for your use as well as a copy of the case study so you don't need to memorize it when we look at it in a moment and we're going to ask you in small groups to talk about where you think the organization is on their dei journey consider some interventions at the micro meso and macro level and use the smarty tool to outline a plan of action for the organization and we'll take i believe we're going to take 15 minutes in small groups and breakouts for that discussion we'll have time for some report out i don't think all groups will be able to report out we can also use the chat for that as well and let me check the um great and i know some folks um need to head out which is fine and i hope you had an opportunity to grab that resource packet on your way so you have all right welcome back so i would love to get a couple of groups to share um you know how will you help rachel let alone help the kids right so we had some questions you wanted you to talk about where do you think the organization is on the journey and why and what are some things at the different levels of the organization that you think could use some interventions and then share maybe one thing that you might have if you got to it um put on the smarty tool for how you might help this team uh get to their to their goals of hiring a team um another team member so who would like to go we can go because well i felt very odd about this um as a rachel who is in her late 30s so our group i felt that rachel from help the kids uh needed some diversity training for herself um she seems like she has a singular focus um he's studying rachel is the worst agreed kate wallace so uh she she needs some some refocusing and um our group felt that we don't know if the whole organization have helped the kids but her particular team um if i'm going back to the organizational dei journey was in the probably passive state or possibly like symbolic maybe because she may be like look at all this work we do with the kids isn't it great but like they're not actually doing anything right so um so we felt like they were somewhere down on that end um it felt like uh rachel and her team um needed to go through some dei training and that that should happen sooner rather than later and i was sincerely hoping that if rachel's a program manager that there would be people above her who would be approving her hires who would have more dei training than rachel does um because her team should be representative of the community that she's serving um or at least moving in that direction like um one of the things we've been working on is that you know by the nature of the organizations that we are in and where we've started we all have these white supremacist tendencies and we need to grow out of them and change them and um this particular organization needs to do that so yeah so our smarty goal was the smart was the get some dei training and get it um pretty darn quick so that they can move forward with hiring to represent their community all right thank you excellent you are clearly a different rachel is one of the comments uh from a can we get feedback from a second group i'll go um well we talked about the hiring committee and to needing the obviously to search for people who represent the people they serve um and having maybe a youth or somebody that was in the program in the past be on the hiring committee i'm having the hiring committee itself be more diverse than the employees are on that team so that was one one of the smart goals would be to create a hiring committee that actually reflects the people they serve excellent and where did you where did your team place them amy on the journey um i don't have the chart right in front of me but it wasn't it was between passive and the one to the left of it okay fair enough all right uh let's see if i can look at my chart okay so between exclusive and passive okay great and how about another team can we get a third team to go and particularly a team maybe looked at something uh a different way of either looking at hiring or if there was something else you looked at we um well we talked about first of all needing to like the whole column about family and like that all just needs to go away immediately as far as um time time to find goals of smarty um and but we also noted that the woman who may become pregnant was looked at as a detriment but the man might be harder working since like so problems there but so we talked about how this organization probably needs a whole like assessment of their culture also um one thing we talked about is like defining processes and fit so it's not so subject to um bias and white supremacist you know structures and habits and um so um really defining these things or if you have a human resources team they should be uh helping to do that but really you know what are the skill sets not relying on this nebulous idea of fit that is so subject to um all the forms of racism and layers of racism that we've talked about today right and it's often code right you can use totally to say to exclude lots of groups right but because you say culture then it seems to be okay but it's just another way um a coded way to exclude groups i think something that's come up in in all of the groups is really thinking about um what is their process for hiring how do you train people on doing that in a way that is also legal right because some of the questions they asked are actually illegal and they could get sued for um you know if that came out for you know for ways that they were making decisions to hire or not hire someone so it's not only about you know sort of the right way to do it it's also about legally how are you exposing the organization if you don't have the appropriate training when you're doing this work and we can we have time for one more group uh to share if you particularly if you had something that might be a little different than what's been shared with the other with the three groups that have gone so far i don't mind going um if no one else goes yeah please so um in our group we talked about the bias on the assumption what fun is so the topic of lacrosse is a specific culturally specific group um in in the inner city that's not even available in most high schools so that's something that is off the plate for a lot of people if you're looking for diversity without saying you're looking for certain people um there's an assumption that the woman that's going to get pregnant is because of the ethnicity she has like why there's a correlation between that that's the an assumption like a bias um and also the lack of accommodating her current staff is not going to help with her future stuff that she hires because if someone's not feeling comfortable to a very specific form of fun which is like um going the way she goes out then the way the different ethnicity or different cultures different religions that come with the different ethnicities will not coincide with her ideas of success and then it there's a definitely a break the two groups the people you serve and the people who serves with you it's it doesn't match the mission is not matching with the staff um and that's being intentional and yeah i did agree like there were so many things in our group that was a huge hr issue but that's my feedback great well thank you alicia appreciate you sharing so uh we are at our time but before we go i want to let madeline have the last 30 seconds before i do that just on behalf of catherine and myself i really want to thank you for participating this late morning afternoon we really enjoyed it i appreciate um all the feedback that you gave us and you know conversations that you uh engaged in and hopefully you found it rewarding as well madeline awesome thank you so much beth um for this wonderful workshop and for sharing these valuable resources and information with us and i guess thank you to everyone for joining us this morning and for your wonderful participation i just want to quickly remind everyone that the recording and the slides will be sent to your email following this morning's program um we'll also be sending out a survey link so if you could let us know um any feedback on today's program in addition to some links to the upcoming programs um huge thank you again to catherine beth and hope everyone is doing well out there everyone thank you