Adopting a Racial Equity Stance - Graziadio School … · Adopting a Racial Equity Stance ......

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Adopting a Racial Equity Stance Leveraging Cultural Competence

for Deeper Impact and Lasting Social Change

Maegan Scott

Program Officer

Eugene and Agnes E. Meyer Foundation

Julie Chesley, Ph.D

Director, MSOD

Pepperdine University

October 9, 2016

Introducing Ourselves

2

3’

Agenda

• Goals and Participation Norms

• Introductions & Warm-Up Activity

• Case Study

• Building a Narrative

• Discussion

3

1’

Goals

1. To learn about developing a racial equity

stance using OD and Action Learning

2. To understand our own journeys and stories

in connection to racial equity

3. To generate dialogue about issues of racial

(in)equity in your life and work

4

1’

Ways of Being Together | Norms

1. Be brave! – It’s okay not to know!

2. When words fail, listen closer

3. Respect each other’s experiences

4. When the going gets tough, turn to wonder

5. Stay open and curious

6. Always (try to) assume positive intent

5

1’

Let’s Warm Up

• Find one or two

people near you

• Introduce yourselves

– (name, affiliation)

• Talk about your

reaction to this quote

6

5’

Meyer Foundation Case Study

Adopting a Racial Equity Stance

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12’

Case Study | Context

• Founded by Eugene and Agnes E. Meyer in

1944

• Oldest and largest philanthropy focused on

the Washington, DC region

• Broad anti-poverty charter

• $230M endowment; $7-8M grants / year

• 17 staff; 9 board members

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Case Study | Our Call to Action

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Board

Staff

Community

Buy In

Case Study | Phases

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Case Study | Phases

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Process

Training

Dialogue Alignment

Board

Staff

Community

Buy In

Case Study | Phases

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Process Strategy

Development

Training

Dialogue Alignment

Board

Staff

Community

Values

Beliefs

Assumptions

Buy In

Case Study | Elements of a “Stance”

Vision

Goals

Values (and how we enact them)

Underlying Assumptions

Racial Equity Stance

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Case Study | Our Stance: Vision

We envision a just, connected, and inclusive

Greater Washington community in which

systemic racism and its consequences

no longer exist.

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Case Study | Our Stance: Goals

1. We seek to dismantle persistent, racialized

social and economic disparities in our

region.

2. We will build an organizational culture that

allows us to challenge our own assumptions

and biases as well as each other’s.

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Case Study | Our Stance: Values

• We honor and are inspired by the human dignity of others.

• We are committed to ensuring that individuals and families are connected to community, and to building bridges that nurture those connections.

• We view conflict, which is inevitable in this work, as an opportunity for growth.

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Case Study | Our Stance: Assumptions

• We believe the connection between

poverty and racial inequity is not incidental

but structural and causal.

• Communities themselves have the

knowledge, wisdom, and ideas to shape

their futures.

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Case Study | Our Next Steps

1. Vet the Racial Equity Stance with the board

and external stakeholders

2. Build out our organizational strategy

– Community conversations

– Forming partnerships

3. Personal education and growth (ongoing)

4. Dialogue as an organization (ongoing)

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Questions?

Meyer Foundation Case Study

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5’

Step Up Step Back

Where are you on your journey?

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15’

So . . . what came up?

Step Up Step Back

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10’

Modified Open Space

Reflect on your journey . . . with strangers new friends

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25’

Modified Open Space| Topics

1. How do issues of race,

equity, and diversity

show up in your

personal experiences?

2. How has your

understanding of race,

equity, and diversity

evolved over time?

3. What connections are

you making between

pursuing racial equity

and the practice of OD?

4. What opportunities do

you see to develop a

racial equity stance in

your work?

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25’

Discussion

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10’

Additional Resources

• Handout: Best Practices to Be Accountable

to Racial Justice

• Article: “Unpacking the Invisible Knapsack”

• Article: “In Philanthropy, Who is Actually

Broken?”

• Website: www.RacialEquityTools.org

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Thank You!

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Maegan Scott

mscott@meyerfdn.org

@maeganscott

LinkedIn.com/maeganscott

Julie Chesley, Ph.D.

Julie.Chesley@pepperdine.edu

LinkedIn.com/in/julie-chesley-

311a3a

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