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TRANSCRIPT
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
7
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
8
Case Study | Our Call to Action
9
Board
Staff
Community
Buy In
Case Study | Phases
10
Case Study | Phases
11
Process
Training
Dialogue Alignment
Board
Staff
Community
Buy In
Case Study | Phases
12
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.
14
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.
15
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.
16
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.
17
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)
18
Questions?
Meyer Foundation Case Study
19
5’
Step Up Step Back
Where are you on your journey?
20
15’
So . . . what came up?
Step Up Step Back
21
10’
Modified Open Space
Reflect on your journey . . . with strangers new friends
22
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?
23
25’
Discussion
24
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
@maeganscott
LinkedIn.com/maeganscott
Julie Chesley, Ph.D.
LinkedIn.com/in/julie-chesley-
311a3a
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Thank You!
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