Racial Equity Resource Library

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Report
FSG/PolicyLink

Advancing Frontline Employees of Color

Research makes the case for why creating a pipeline of diverse frontline staff supports your company’s bottom line and helps avoid turnover, while also advancing equitable outcomes

Research makes the case for why creating a pipeline of diverse frontline staff supports your company’s bottom line and helps avoid turnover, while also advancing equitable outcomes

Program
Non-Profit Housing Association of Northern California

Bay Area Housing Internship Program

This one-year, paid internship program trains low-income college students of color to jumpstart careers in affordable housing development and project management – by pairing each intern with an NPH member host agency, a leading nonprofit affordable housing developer.

This one-year, paid internship program trains low-income college students of color to jumpstart careers in affordable housing development and project management – by pairing each intern with an NPH member host agency, a leading nonprofit affordable housing developer.

women of color speaking
Program
Urban Habitat

Boards and Commissions Leadership Institute

Urban Habitat’s Boards and Commissions Leadership Institute (BCLI) trains and supports leaders from low-income communities of color to influence housing, transportation, and land use policies as decision makers. We work with leaders committed to advancing equitable policies, help them get onto public boards and commissions, and provide individualized support throughout their commission service.

Urban Habitat’s Boards and Commissions Leadership Institute (BCLI) trains and supports leaders from low-income communities of color to influence housing, transportation, and land use policies as decision makers. We work with leaders committed to advancing equitable policies, help them get onto public boards and commissions, and provide individualized support throughout their commission service.

Article
April 12, 2019
Chain Store Age

Commentary: Chief diversity officers should be more than figureheads

Understanding why Chief Diversity Officers (CDOs) must be in roles that are integrated fully into companies and have buy-in and collaboration with executive level staff

Understanding why Chief Diversity Officers (CDOs) must be in roles that are integrated fully into companies and have buy-in and collaboration with executive level staff

Program
East Bay Housing Organizations

EBHO’s Leadership Academy

To grow a powerful resident and community organizing base to change policies and challenge systems of oppression, EBHO believes that residents who have been historically left out of decision-making processes should be at the forefront. In line with a transformative organizing practice, we dive into systems change, presenting a critique of our economic system and its impact on housing. We advocate for collective change and personal transformation by learning about where we’ve been and why. Each session demands an exploration (more…)

To grow a powerful resident and community organizing base to change policies and challenge systems of oppression, EBHO believes that residents who have been historically left out of decision-making processes should be at the forefront.

In line with a transformative organizing practice, we dive into systems change, presenting a critique of our economic system and its impact on housing. We advocate for collective change and personal transformation by learning about where we’ve been and why. Each session demands an exploration of the forces at play in our communities but also the forces impacting our one-to-one interactions.

Tool
The Management Center

Give More (and Better) Feedback with CSAW

Studies have shown that vague feedback disproportionately affects women, so this tool can also increase gender equity among your staff. The CSAW framework (“Connect,” “Share,” “Ask,” “Wrap-Up” method of giving feeback allows you to tackle issues head-on and encourages more specific and concrete feedback. This framework is helpful to advance equity in ensuring that you are connecting through shared values with employees and creating a concrete plan of action for remedying challenges.

Studies have shown that vague feedback disproportionately affects women, so this tool can also increase gender equity among your staff. The CSAW framework (“Connect,” “Share,” “Ask,” “Wrap-Up” method of giving feeback allows you to tackle issues head-on and encourages more specific and concrete feedback. This framework is helpful to advance equity in ensuring that you are connecting through shared values with employees and creating a concrete plan of action for remedying challenges.