Inclusion Allies DEI Resource Guides and Articles
Driven by a desire to provide tools for schools and the larger community to create space for discussion and declare solidarity, artists Micah Bazant and Kate DeCiccio partnered with AFSC, Forward Together, Jewish Voice for Peace, Center for New Community, and Showing Up for Racial Justice to produce the two images above.
Inclusive Responses in Times of Fear: A Resource Guide for Organizations and Communities (Cook Ross)
The information in this guide empowers organizations and individuals to respond effectively to current events and engage in meaningful dialogue. Organizations often don’t realize how fear might significantly impact employee experience and collaboration, day-to-day culture, and organizational reputation, and tend to shy away from discussing difficult subjects. Silence on these issues, or underestimation of their impact, can leave employees with the impression that organizational leaders are out of touch with what is going on in our world. This might especially affect the organization’s credibility regarding D&I.
10 Ways to "Be With" the Election During Family Gatherings (Cook Ross)
This election is the most polarizing in memory, creating fear, anger and righteousness at a level we perhaps never have seen before. The impact of this polarization is being felt throughout our culture. Our deeper conversations about why this is will continue for a long time, but as we approach family gatherings, are those differences worth breaking up families? This guide suggests 10 ways we can at least attempt to prevent our political differences from becoming personal losses.
Global Diversity and Inclusion Benchmarks: Standards for Organizations Around the World (GDIB) by 95 Expert Panelists, Julie O'Mara, Alan Richter, PH.D.
The GDIB embraces five approaches to D&I: Competence, Compliance, Dignity, Organization Development, and Social Justice. The Inclusion Allies Coalition is strongly driven by Dignity and Social Justice. Dignity affirms the value and interconnectedness of every person, and Social Justice treats people equitably & ethically --- all highly critical at this time of political change and uncertainty. Hence the GDIB can serve organizations as a resource to review and strive for D&I best practices.
Specifically the GDIB is a free resource that can be used:
-- To establish development standards and agree on the desired state of D&I
in your organization.
-- To assess the current state of D&I in your organization.
-- To engage management and staff in the relevance of D&I.
-- To determine short-term and long-term goals.
-- To measure progress over the short-term and long-term.
Use is free; permission must be obtained. Go to:http://diversitycollegium.org/globalbenchmarks.php to download the free GDIBand find user tools and much more.
10 Steps to Diversity & Inclusion in a Post-Election World-by Jennifer Brown. (Jennifer Brown Consulting)
JBC's post-election calls with clients spurred further reflection about how best to ensure all voices feel Welcomed, Valued, Respected and HeardSM. In that spirit, Jennifer Brown compiled Best and Next Practices to support our collective work in becoming inclusion allies.
Healing After the Election – Part 1: Talking Politics, Religion, Race and Other “Undiscussables” at Work by Mary-Frances Winters (The Winters Group)
This is the first in a series of posts about the impact of the election on diversity and inclusion efforts. Before you engage in a conversation, check this list of questions to see if you are ready to talk about an “undiscussable” with people who may have very different worldviews.
A Recap: Race & Workplace Trauma During the Age of #BlackLivesMatter by Brittany Harris (The Winters Group)
As part of The Winters Group's “Let’s Talk About It!” series, this post is a recap of the virtual learning lab that was an opportunity to engage leaders and employees at all levels in a dialogue around the impact that race-based trauma can have on employees’ productivity, psychological safety, and inclusion.
Finding Common Ground (The Winters Group)
This post by Mary-Frances Winters shares The Developmental Dialogue Process as a simple, but not necessarily easy, model to guide difficult discussions around race. The model starts with building trust by focusing on commonalities. The next phase is grounded in beginning to talk about differences from a factual perspective. Once you get to phase three of this process, you are able to authentically discuss your differences and foster greater understanding of why others may believe and feel differently from you.
Healing After the Election – Part 2: Why Are We So Polarized? by Mary-Frances Winters (The Winters Group)
This is the second in a series of posts about the impact of the election on diversity and inclusion efforts with a focus on some of the factors for polarization and perhaps misplaced blame.
Race & Workplace Trauma Study (The Winters Group)
As part of the Race and Trauma labs, The Winters Group surveyed 400 participants and clients on the impact in their work environment of the recent shootings of black men. The report is a summary of the insights and findings.
Commit to Live Inclusively (The Winters Group)
The top of the year presents a timely opportunity to reaffirm our commitment to living inclusively. Amid the polarization that continues to exist throughout many of our global systems, and the feelings experienced as our country transitions power, there is greater need for us to continue to be intentional in living inclusively. This post provides a pledge and affirmation to remind ourselves about what that means.