The last few years We have been co-facilitating equity and antiracism workshops with some pretty amazing people! There are so many things We have learned in these educator dynamics, but even more so from the various organizations and “clients” We’ve collaborated with. We’ve been noticing some patterns in the ways orgs approach this work that, in a lot of ways, sets them up for failure. When orgs fail, they can feel like the equity and culture changing work isn’t worth it, but it definitely is if we ever want to finally dismantle these oppressive structures and cultural aspects that so many of us suffer from. Below are just a few questions folks should think about before engaging in equity work at their place of work.
WHAT IS THE NEED?
Before you started looking for antiracism workshops, did you do any sort of internal assessment on what your needs actually are? There is no one size fits all to equity work since each organization has its own internal culture, and adapts to harmful white colonial norms in different ways. There are some orgs that are predominantly white and think solely by hiring more staff who are Black, Indigenous, and People of Color (BIPOC) they will solve the problem. But equity is more than diversity. The culture needs to change in order for BIPOC staff to feel genuinely safe, welcomed, and advance their careers in the same ways as their white/white passing peers. Identifying where the pitfalls, challenges, roadblocks, etc. are within your org is extremely helpful so you can identify what kind of workshops you ACTUALLY need, rather than trying to engage with content that you think you MIGHT need. For example, do you really need that workshop on microaggressions you’ve been eyeing for your staff? Or would leadership coaching for your predominantly white/cisgender/heterosexual/middle class executive team be a better choice in this moment in time?
This internal assessment can be done through private surveys, focus groups, one-on-one interviews, group meetings, and so many other ways. The important thing is to approach these conversations and assessments as a community, rather than leadership telling everyone what they “have” to do.
HAVE YOU GAINED COLLECTIVE INVESTMENT?
A lot of equity work focuses on the power dynamics of dominant culture vs marginalized people/communities. These power dynamics can often be reinforced in work settings where those in senior level positions tell the rest of the organization that they are now going to engage in workshops, affinity groups, interviews, etc so that the org can become more antiracist and equitable. However, without input from staff, volunteers, and the people or communities your organization serves, you end up starting your equity work with a foundation of re-enforcing power dynamics. In the assessment phase, you should be gauging staff’s interests or needs within this work. Do they feel it will be beneficial for their individual role? Their department? Will it help better their relationships with their co-workers, supervisors, donors, board members, and others they regularly interact with? This is a moment where leaders need to do more listening than talking!
We are so accustomed to showing up to our jobs, leaving our personal shit at the door, enaging in our work for 40+ hours a week, clocking in and out like little worker drones at times. We are in a cultural shift where people are being asked to engage in equity work at the same place where they collect a paycheck, which can feel off-balance since equity work is so connected to our heart and spirit. We cannot treat these as random professional developments that staff are going to engage in, but rather as moments of community building work that aims to see each individual staff person as a whole being, and to create a work environment where each person can thrive as their most authentic self. Check in with your staff if this work is a priority for them, and in what ways you can ensure you can all collectively engage in this work with sincere intention.
HAVE YOU BUDGETED TO MAKE YOUR EQUITY WORK A PRIORITY FOR THE LONG-TERM?
Many orgs will say they don’t have the funds to do this work, which for many small nonprofits/businesses may be true. Living in a capitalistic society can definitely have us facing financial instability, even on an organizational level. Some things to consider:
- Revisit your organization’s budget: Some orgs will say they don’t have the funds without doing a financial audit of their spending habits first. Are there some folks in positions of power who are making six-figure salaries, while other employees are making SIGNIFICANTLY less? Where can there be alterations to their salaries to still provide them living wages, but to start allocating funds to the importance of integrating equity work and healing for the org, while simultaneously addressing the economic disparities between people in senior leadership positions, and those they supervise. Is there any frivolous spending your org engages in that they can cut back on in order to make more room in the budget for these trainings and services? Where can your org start to look how it earns and spends money as a whole, and identify how it does or doesn’t align with your equity values, hopes, and dreams.
- Fundraising campaigns: many orgs do a variety of fundraising, why not fundraise in order for your organization and community to be able to have the financial resources to engage in equity and antiracism work? This work not only impacts the internal org culture, but also the work they engage in, the relationships they build, and more. If we tell our community and constituents this work is REALLY important to us, and share some of the positive ripple effects that it could have, we can hopefully get them engaged in supporting your org to move forward becoming more equitable with the resources and support you need!
- Grants and foundation funds: This work is becoming more and more necessary for so many organizations and institutions around the world. You may be surprised at what kind of funds are available out there for your org to leverage. I know it takes some physical labor, but doing the research of what other financial opportunities are available to help fund this work can be super helpful.
WHAT KIND OF BUY-IN DO YOU NEED FROM PEOPLE IN POSITIONS OF POWER?
For a lot of nonprofits and other organizations, the board has a lot of decision-making power, and can often be one of the biggest obstacles of being able to bring in outside help to address internal needs as it relates to equity work. This often stems from boards being predominantly white and affluent (or upper class), a population who is in most need of this type of work, but often engages in defensiveness, avoidance, gaslighting, and other harmful behaviors. There may be a point where senior leadership (executive directors, CFO’s, program directors, etc.) needs to become a strong advocate for their staff members and community. This could also be a great opportunity to start doing collective advocacy work where leaders can bring their staff members to board meetings to share how important everyone feels it is to start addressing these necessary internal cultural changes. Remember, we are always stronger in numbers!
You can also begin to create formalized expectations of what current and future board members must commit to when being a part of the board at your org. For example, all board members could be required to engage in a workshop around diversity, equity, and inclusion (DEI) if this is something they don’t have experience with, or be required to allocate a certain amount of the funds they donate or raise for the org to be spent on the org’s DEI initiatives.
HAVE YOU IDENTIFIED WHAT HEALING COULD LOOK LIKE FOR YOUR ORG?
We have experienced, SO many times, moments where orgs signed up for DEI workshops, treating it as if it was any other professional development like learning how to use microsoft excel, or google suites. They often don’t realize that this work can be very heavy. Which is difficult when you’re used to a culture where you clock in to work, leave who you are (mostly) at the door, clock out, and keep it moving. We are starting to bring the personal aspects of ourselves to the surface, in a space in which that is not normalized or even welcomed. We are going through a major cultural shift right now where we are recognizing our staff members are more than just people who help us make profit, but are whole human beings who have trauma, complex identities, experience cultural and systemic oppression and/or carry various privileges that keep them safer or more accepted in this world.
When we begin to have conversations about racism, transphobia, sexism, ableism, and all the ways humans judge, harm, and oppress one another, it can bring up a lot of difficult feelings and emotions. We can begin to surface the ways we have been harmed, or have been complicit to it. It is so so SO important for orgs to figure out what does it look like to heal as individuals, and as a collective, as you move through this work. It could look like taking days of rest on the days of or after engaging in equity work. It can look like having a social worker on site incase folks need a bit of counseling. It can look like offering extra mental health days, particularly for those most impacted by systemic racism and oppression, so that they may rest and recuperate after difficult conversations or interactions. Or even perhaps engaging in meditations, art making, or other community bonding type of activities where you don’t just focus on the trauma of oppression. There are so many options to try and see what works best for you and your work community.
HOW ARE YOU ENSURING YOU ARE NOT RELYING ON BIPOC OR OTHER MARGINALIZED STAFF TO TEACH YOU?
One thing We consistently see in Our workshops is unambiguously Black and Brown people having to relive their race-based trauma in order to inform or educate their white/white-passing peers. Which is why thinking about some of the items listed above is so important. It can be a jarring experience for BIPOC staff members to sit and listen to their white co-workers essentially learn about how violent and anti-Black american and global culture actually is; which can be a huge slap in the face for those who have a long-lived experience with racism and the abuse it enacts.
Before moving forward with equity work, figure out the ways in which you are not going to put additional emotional, spiritual, and physical labor on those who are most negatively impacted by all of this. Do BIPOC staff NEED to attend EVERY single workshop? Or can you make some of them for white/white passing folks? Are you able to create racial affinity groups where folks can learn or hold discussions based on the needs of their particular community? You can even find ways to come back together as a whole community to share what you’ve learned and discussed. Do you prefer to have someone “in-house” organize your equity work for your org, rather than hiring an outside consultant or facilitator? That’s fine! As long as your community thinks this is also a good idea, and you PAY THAT PERSON.
All in all, prepare yourself for the long-haul of this work. It took thousands of years to get us where we are at today. Systemic and cultural oppression is not going to go away overnight, or within a few workshops or conversations. We must be prepared as individuals and as a collective to take care of ourselves, and one another, so that we can do this work in a way that is sustainable and doesn’t continue to lead to burnout, emotional harm, or worsening tensions and conflict.