Theresa Logan’s Post

If you or someone you know is working to create a more racially equitable organizational culture, consider this intensive through Subduction Counseling. Through 8 collaborative work sessions, participants will develop an organizational racial harm policy, protocol & implementation plan tailored to their organizational context. The intensive will also provide expert guidance from Subduction Consulting’s senior consultants, peer support from past participants, and the opportunity to: --> Learn best practices for identifying, mitigating and repairing racialized harm in your workplace. --> Hone your tools and skills for advancing racial equity in your organization through (and beyond) formal policy. --> Strengthen your policy crafting skills. --> Develop strategies for incorporating community and stakeholder engagement in the policy revision process. --> Develop strategies for leveraging support & minimizing resistance to policy implementation. --> Expand your professional network & build community. Sessions will run every Friday from 9AM - 12PM Pacific, April 26 - June 14, on Zoom.

I am going to start with a comment. The public service does not have a mechanism to identify systemic staffing barriers. Like most complaint mechanisms, the system is designed to respond to individual cases when individuals encounter barriers. Cases can take months to years and there is no real design in the system that enables trends to be easily identified. Likely this is hubris that issues would be individually created. It negates the fact that cultures and systems within their design can influence outcomes through unconscious bias and other challenges that are wide spread and not individually created. It also might explain the broader challenges for addressing inclusion and accessibility and be part of systemic barriers aka systemic discrimination. If mechanisms to identify when there are systemic issues are not in place, how would you know? Individual case based complaint mechanisms that are unfairly weighted towards organizations who can throw resources against under resourced complainants in the public and private sector, remain part of the culture that excludes.

Our resource, "Awareness to Action: A Guide for Boards and Chief Executives on a Racial Equity Journey," offers practical steps and three starting points to help leaders assess and identify where their board is in its racial equity journey. Download the Guide:

Honored to be a guest speaker at Carroll University ‘s Equity and Social Justice Symposium where I will be leading a presentation on Empowering Women for Wellbeing, Equity and Bold Success. In today’s world of work creating a company and team culture that can attract, retain, and elevate high achieving women, is not easy BUT it’s oh so necessary. Traditional methods often leave advocacy and allyship in the hands of others – which leaves room to perpetuate biases, cause overwhelm, and have us ditching the efforts to focus on the more “important”, more “productive, or more “measurable” work. Let’s scrap the outdated playbook and dive into purpose-driven methods that equip us to self-advocate for the world of work we wish to live in. Together, we will explore powerful research-backed strategies to help women be active participants in creating the inclusive workplace cultures they deserve and desire. For we know that when this work is undertaken BOLDY, we are able to ignite connection, drive performance, and reimagine what success really means. We’ll identify the limiting beliefs that keep us from speaking up, unlock the secret to letting go of the things that hold us back, and craft a proactive plan as we move forward. Thank you to Mohammed Bey and Adrienne (German)Reese for allowing me to co-create a purposeful experience alongside so many other Powerhouse Speakers. I couldn’t think of a better way to wrap Women’s History Month. If you are free and interested in attending please follow this link to register and attend, online or in person, for free! The link is in the comments.

As one of the co-founders of letstalkroundtable.com and other projects, I am deeply committed to fostering a platform that not only encourages but necessitates meaningful dialogue among all members of our community. Our mission is to transform the dynamics between leadership and advocacy, creating a space where real conversations can lead to real change. At Let’s Talk Roundtable, we believe that leadership should function hand-in-hand with advocacy. By engaging leaders from various sectors—including community advocates, law enforcement, and local government—we aim to create a holistic dialogue that respects and incorporates diverse perspectives. This approach is not just about sharing ideas; it’s about actively listening and responding to the concerns that affect our community. Our discussions focus on pressing systemic issues, such as the challenges of racial and xenophobic behavior within institutions. These are not easy conversations, but they are necessary. By bringing these issues to the forefront in a constructive manner, we can begin to unravel the complexities of these problems and work toward comprehensive solutions. Leadership, in the context of Let’s Talk Roundtable, goes beyond traditional roles. It is about facilitating conversations that might otherwise be avoided and acting as a bridge between divided communities. Our platform ensures that all voices are not only heard but are integral to the policymaking process. This collaborative approach enhances transparency and builds trust, which are essential for effective governance and community relations. As we continue to build and grow Let’s Talk Roundtable, I am reminded daily of the power of conversation. It is through our discussions that we uncover the shared values that bind us, despite our differences. It is here, in the nexus of leadership and advocacy, that we find the path forward—a path paved with respect, understanding, and a commitment to action. Thank you in advance for joining us in this crucial dialogue. Together, we can shape a future that reflects the best of what our community has to offer.

In the last year, some have questioned “Does DEI really work?” The resounding answer, based on new data from our 2024 Edelman Trust Barometer Special Report: Business and Racial Justice, is “yes.” We must recommit to the work, not retreat. The work works. Read more about why and how... https://lnkd.in/dhurBm9z

While they can be challenging and uncomfortable, having conversations about race and diversity is not just important, it’s essential in building inclusive and equitable workplaces. By openly discussing these topics, we raise awareness, challenge biases, and foster understanding. Avoiding microaggressions is a crucial part of this effort, as these subtle forms of discrimination can hinder progress. The key focus of our #microaggressions training is to address this and many other topics head-on. Here are some best practices. If you are interested in our microaggressions training for your organization, reach out to info@impactconsultingus.com. #DEI #raceandethnicity #diversityandinclusion

While they can be challenging and uncomfortable, having conversations about race and diversity is not just important, it’s essential in building inclusive and equitable workplaces. By openly discussing these topics, we raise awareness, challenge biases, and foster understanding. Avoiding microaggressions is a crucial part of this effort, as these subtle forms of discrimination can hinder progress. The key focus of our #microaggressions training is to address this and many other topics head-on. Here are some best practices. If you are interested in our microaggressions training for your organization, reach out to info@impactconsultingus.com. #DEI #raceandethnicity #diversityandinclusion

***Last Call*** 2024 Racial Equity Policy Intensive Fridays, 9AM - 12PM April 26 - June 14 Zoom While many organizations have formal sexual harassment policies, few have racial harm policies, leaving incidents of racialized harm to be managed (or ignored) on a case-by-case basis. When incidents of racial harm are addressed, they are often: met with defensiveness & dismissiveness or organizational paralysis. stuck in vicious cycles of victim-blaming, gaslighting and DARVOing that create additional harm. seen as “opportunities” to aid the perpetrator in “their learning journey” in which the harmed party is expected to “educate” the perpetrator out of their harmful ways, creating further harm. A 2021 gallup poll found that one of every four Black and Hispanic workers report recent discrimination at work. Three in four Black workers said the discrimination they felt was race-based. And more common and “subtle” (coded) forms of racial harm like microaggressions, ignorant comments, and implicit bias are likely much more common. These forms of racial harm can be hard to prove in formal settings, because they are coded and implied. They are also most often adjudicated by white HR personnel who don’t experience or understand these forms of racial harm. This leads to significant disparities in work satisfaction and retention rates for Black and Brown staff. Recent research shows that “33% of Black employees feel undervalued at work and more than one third leave their organization within two years of hire.” One step organizations can take to start creating a more racially equitable organizational culture is to create a formal Racial Harm Policy that documents specific steps to be taken towards repair and accountability when any form of racialized harm is experienced. A formal policy, when implemented well, keeps the focus on repair for the most impacted, and can provide: validity and recourse to those experiencing harm, step-by-step guidance for those managing the organizational response, clear expectations & consequences for those who have, knowingly or unknowingly, created racial harm. If you’d like to begin or continue leading your organization towards more racially just outcomes, please join us for the 2024 Racial Harm Policy Intensive. https://lnkd.in/gDPzGqtm