D&Iogues (AWAKE) - EILSP Brown Bag Discussion - "Practical Diversity", Sacramento, Friday, 22. November 2019

Practical Diversity 
We strive to embrace diversity and inclusion in our schools and workplaces, but we often fail to understand what this looks like practically. Dr. Dawn Bennett-Alexander believes that with a little effort, we can move diversity and inclusion from theory to practice. ​ Dawn D. Bennett-Alexander is a lawyer, an associate professor of Employment Law and Legal Studies at UGA, and co-author of the leading Employment Law text in the country, which created the discipline. Her life work is based on her belief that each of us is here for a unique purpose and come with the tools to accomplish it, including our race, gender, sexual orientation, etc. She believes part of her mission is helping people to understand that our differences should not be perceived as meaning "less than.” She is sure she was given three daughters to help with that mission, and she strives to change the world so that it accepts them as the incredibly wonderful creatures they are. “I believe that we have a responsibility to try in the ways we can, to change what we don't like about the world.” In the end, she believes “It’s ALL about LOVE…” She shares her musings in her blog, Peaces of My Heart
During this brown bag event attendees will watch the video by Dr. Dawn Bennett-Alexander, followed by a facilitated group discussion.

Presented by The Office of Diversity & Equity

FULL DIVERISTY & EQUITY PROGRAM INFORMATION - presented by The Office of Diversity & Equity
The Equity & Inclusion Leadership Series Pilot (EILSP)- AWAKE to WOKE to WORK[1] is a pilot initiative to develop, build, and sustain a shared Equity and Inclusion based work culture for the City of Sacramento during the calendar year of 2019, with the following objectives:

Provide a capacity building curriculum for all staff on diversity, equity, and inclusion;
Support and further Citywide diversity and equity priorities;
Increase representation and sense of belonging for all staff;
A stronger culture of equity and inclusion;
Application of a best practices, strategies, and resources to how decisions and operations are conducted day-to-day; and
Generate feedback for continuous improvement for future modules.

The EILSP are capacity building modules formatted as trainings, forums, workshops, and dialogue experiences designed to build upon each other in furthering systemic and institutional changes that advance diversity, equity, and inclusion.  Success in establishing Race and Gender Equity requires our workforce to become more committed, more knowledgeable, and more skilled in analyzing and addressing exclusion, race, racism, and race and gender inequity, and in placing these issues at the forefront of our organizational and operational strategy. Because the city is comprised of different people, systems, departments, and histories, this training curriculum is an iterative and developmental approach to create shared dialogue, reflection, and application of best practices with varying levels of understanding and organizational readiness.
The following three phases are designed to mutually reinforce each other:
At the **AWAKE** phase, modules are focused on people of a variety of differences and similarities/dimensions based on the Global Diversity Inclusion Benchmark (GDIB) Diversity definition which includes but is not limited to the following: age, culture, ethnicity, gender, abilities, role/position, communication style, etc., and on building a workforce representative of the City of Sacramento.
The primary goals for participants are:

to develop a deep understanding of diversity
decision making capacity that honors, leverages, and fosters diversity of the city workforce to better serve the City of Sacrament


At the **WOKE** phase, modules are focused on culture and on creating an environment where everyone is comfortable sharing their experiences, and everyone is equipped to discuss, dialogue, and take action on racism, inequity, xenophobia, and exclusion to create positive outcomes that bring about positive outcomes and workplace environment.
The primary goals for participants are:

explore, ask questions, and reflect on various forms of racism, inequity, and exclusion for their professional development
work with their peer colleagues, managers/supervisors, and staff teams to foster diversity and inclusion in changing behaviors, policies, and practices

At the **WORK** phase, modules are focused on change management and systems change to improve race and gender equity. This involves internal systems change, best practices, and regularly communicating and administering a race and gender equity assessment to evaluate processes and operations.
     The primary goal for participants are:

learn best practices to be applied for internal systems changes
obtain framework, toolkits, and practical examples to be immediately considered for implementation into processes and operations

[1] Adapted from Equity in the Center’s research model “Awake to Woke to Work: Building a Race Equity Culture.” The model detail how organizations can move through the Race Equity Cycle by activating specific organizational levers and provides insights, tactics, and practices social sector organizations can and have used to measurably shift organizational culture, operationalize equity, and move from a dominant organizational culture to an Equity Culture. More information: equityinthecenter.org.


Friday, 22. November 2019, Sacramento, D&Iogues (AWAKE) - EILSP Brown Bag Discussion - "Practical Diversity"

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