Diversity, Equity, & Inclusion at FTG
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Diversity, Equity, & Inclusion (DEI) at FTG
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At FTG, we believe in the values of diversity, equity, and inclusion. More specifically, we believe in the diversity of thoughts, ideas, beliefs, experiences, and the inclusion of people regardless of their race, color, sex, language, national origin, religion, orientation, or age.
AT FTG, we recognize that we can do more. We need to listen more, we need to learn more, we need to understand more, and we need to take action to genuinely support diversity, equity, and inclusion initiatives across our collective companies. Not only that, but we also need to actively eliminate discrimination in all its forms. We have much more to do and so we remain committed to taking action.
Definition: all the ways in which people differ.
DEI Framework: This is the mix of people and perspectives inside the company. The focus of this pillar is increasing the representation of traditionally marginalized groups inside our company. Activities are focused on recruiting and pipeline.
FTG Context: focus on the diversity of people and perspectives. Actions will aim to increase the mix of people in the employee base.
Definition: fair treatment, access, opportunity, and advancement for all people. One’s identity cannot predict the outcome.
DEI Framework: Equity ensures that under-represented voices have a place to speak, and that their voices are able make change. It’s about creating structures that lead to equality.
FTG Context: focus on equity in policy, practice, and position. Actions will work to ensure every employee sees a future path at FTG.
Definition: a variety of people have power, a voice, and decision-making authority.
DEI Framework: This is the culture that allows that mix to work. The focus of this pillar is on creating a workplace where diverse groups feel that they are able to exist authentically and that their voices matter. Activities are focused on culture creation.
FTG Context: focus on inclusion via power, voice, and organizational culture. Actions will go toward developing cultural practices that serve the diverse employee base.
“Inclusion is not a matter of political correctness. It is the key to growth.”
— Jesse Jackson
The DEI Alliance is an executive-sponsored group of volunteer employees that come together with a collective vision to create an environment where people can be authentically themselves and feel engaged, included, and valued. We will reflect with our colleagues to identify areas of opportunity that support our greater purpose. Our goal is to develop and execute a roadmap for Diversity, Equity, and Inclusion for all employees across OneFTG.
FTG launched its official DEI efforts in August 2020 by sending out a company-wide communication asking for volunteers to join an employee-led DEI taskforce. This taskforce was charged with providing recommendations to FTG’s executive team in the areas of policy, guidelines, reporting, and training. Led by two executive sponsors, Rose Grande (CHRO) and Karen Roscher (CFO), this voluntary committee came together to help FTG establish specific goals and outcomes that would guide the first phase of our ongoing DEI initiatives.
After officially forming, the DEI Alliance has hit a few milestones:
- Hired an outside DEI consultant to come on as a partner in the initial assessment, training, planning, and implementation phase of this long-term initiative
- Implemented FTG’s first-ever employee DEI survey and received 68% participation
- Launched first company-wide DEI training, with the first session, “Building Inclusive Cultures Workshop”
- Launched monthly employee listening circles
- Launched employee resource groups (ERGs)
Employee Resource Groups (ERGs)
Five ERGs. One Commitment to Inclusion.
Click on a group below to expand their profile.
Employee Resource Groups (ERGs)
Employee resource groups (ERGs) are voluntary, employee-led groups based on shared identities (e.g. race, gender) or shared experiences (e.g. parents, veterans). The groups aim to build community, provide support, and contribute to their member’s development. Allies may also be invited to join an ERG to support their colleagues.
ERGs provide a safe place for employees of similar backgrounds to connect with each other and provide support to those in their shared community.
ERGs provide a platform for employees to:
- Build high-trust relationships and improve your sense of belonging
- Share resources, ideas, inspire conversation and develop new perspectives
- Meet incredible people outside of your department and company
- Create opportunities for career growth
4 Pillars of Effective ERGs
1.) Educate: Provide the wider community with education on history, culture, experience, help them practice allyship, either through external educators or amplifying member voices
2.) Represent: Create and support opportunities externally that help position FTG as a diverse employer brand (e.g. participate in career fairs, college recruiting drives, volunteer days, etc.)
3.) Include: Provide support to build a more inclusive culture (e.g. volunteering on recruiting panels, providing an inclusion lens on new products)
4.) Support: Provide a safe space for their members to talk about shared experiences unique to their group and welcome new hires who might become members
Value of ERGs
ERGs add value by:
- Driving the company’s vision, mission, values, and strategic direction.
- Supporting new business opportunities and building a strong link to the local communities.
- Strengthening communications and connections between and among employees and within the company.
- Supporting leadership and professional development programs for its members.
- Providing education and awareness for ERG participants and other employees.
- Assisting the company in its recruitment, on-boarding, and retention efforts.
There are three main roles within each employee resource group:
- ERG Executive Sponsor: Listen, guide, and provide mentorship to the leader/s.
- ERG Leaders & Co-Chairs: Oversee growth, development, and safety of the community
- ERG Members: Actively participate in the community
Membership is open to all FTG employees.
Ways to Get Involved
- Attend events
- Promote initiatives/events within your group, division, and/or area
- Assist with initiative or event planning
- Serve on a subcommittee or group initiative
- Take on a leadership role
Examples of ERG Programming and Supporting Initiatives
- Skills workshops and leadership training
- Community outreach
- Employee recruitment
- Cultural events
- Social and networking events
- Company initiatives and activities
For employees that don’t necessarily identify with the group’s characteristics, but still want to be involved – welcome! Employees can also join a group to show support and participate as an ally.
What does being an ally mean? It means becoming a member, getting to know people, asking about their experiences, being curious and open-minded, learning about the issues that are important to the group, showing up, engaging, participating, and last, but not least, speaking up and helping amplify the group’s concerns.
*Not all meetings or events will be open to allies to participate in. Each individual ERG has its own guidelines for when and how to support the group as an ally.
Creating a New ERG
Any employee can create their own ERG outside of the ones that already exist at FTG. Those interested just need to reach out to the DEI Alliance so the team can assist in evaluation, development, and implementation.
Annual Company-Wide DEI Survey
2021 DEI Survey Overview
PURPOSE: The purpose of the survey was to provide a better understanding of where the opportunities existed for FTG to make changes to better promote diversity, increase inclusion, and develop equity for everyone. The feedback received in the survey would become critical in the development and implementation of FTG’s DEI initiatives. The results will also serve as a baseline for improvement and the data will be used to measure the impact of our DEI efforts over time.
PARTICIPATION: Thank you again to everyone who participated in FTG’s first-ever DEI Survey. 68% of our employees shared their voice and opinion about Diversity, Equity, and Inclusion across FTG. This participation far exceeds the DEI survey average of 14% participation across other companies.
PROCESS: FTG’s experienced DEI consultant and her team analyzed the results for statistically significant data, identified opportunities for improvement, and listed out a series of recommendations to address each one. The consultant has worked with the DEI Alliance to finalize the plan of action, which has since been presented to FTG’s collective leadership team and shared out company-wide.
RESULTS: The resulting plan of action has been broken down into short, medium, and long-term goals. The team is currently focused on rolling out a series of programs and initiatives to support our short-term goals. Everyone across FTG is encouraged to get involved as we continue to make progress on these DEI efforts.
“There is no social change fairy. There is only the change made by the hands of individuals.” –Winona LaDuke
DEI is really about making sure that every single employee at FTG can feel that they belong here and that they can grow their career here without ever needing to make themselves smaller.
Everyone’s role at FTG is to ensure we build a culture of inclusion together. For some, it means summoning the courage to stand up and speak, sharing opinions and experiences. For others, it means listening with patience and empathy to create a culture where everyone is safe to speak their truth. For all of us, it means asking questions, respecting answers, and being open to fresh perspectives.
We don’t expect anyone to magically know how to do this, or to do it alone, which is why FTG is working to provide continuous training, tools, and support so that everyone can contribute to the culture we know we want to build. There will be plenty of opportunities to get involved as this initiative continues to unfold. Whether as part of a committee or part of a conversation, it’s ultimately up to our collective employees to help move these programs and initiatives forward.
Every employee has the opportunity to contribute to the success of FTG’s DEI efforts. Whether by leveraging existing employee programs or making small changes in everyday life, there are so many ways to get involved. Here are a few of the current programs and initiatives that support diversity, equity, and inclusion at FTG:
DEI Programs, Trainings, & Initiatives
Below are a few of the recent programs and initiatives launched to support DEI efforts at FTG. Everyone across FTG is encouraged to consider joining in and participating in one or all of these efforts!
Employee Resource Groups
Employee resource groups (ERGs) are voluntary, employee-led groups based on shared identities (e.g. race, gender) or shared experiences (e.g. parents, veterans). The groups aim to build community, provide support, and contribute to the development of their members. Navigate to the ERG section further up on this page to learn more about ERGs and the active groups within FTG: Black Talent Group, EmpowHER, Latinx, Parents, and Pride.
Employee Listening Circles
Listening Circles are safe spaces for people to process and share in community with others. The focus of these circles is to have open discussions on race and issues of inclusion. From sharing personal experiences to discussing different perspectives on current events, each listening circle holds a different conversation. So whether employees prefer to share their thoughts or just want to listen and learn from others, all are welcome to join the monthly call for as little or as long as their schedule allows.
Employee Training Workshops
The DEI Alliance has rolled out allyship training workshops to centralized groups across FTG. The first workshop on “Building Inclusive Cultures” was designed for all employees and encouraged participants to take an active approach in creating an inclusive culture for everyone at FTG. The first workshop provided a range of tools to help employees embrace new perspectives, be more empathetic, and be more aware of how we make decisions and choices.
FTG doesn’t mandate the use of pronouns, but it’s strongly encouraged and promoted as a best practice in everyday interactions. This includes adding them to email signatures, Zoom profiles, LinkedIn profiles, and more. Proactively sharing pronouns with others normalizes the practice and creates a space where others feel more comfortable to do so as well. This supports an inclusive culture and allows people to feel comfortable being their authentic selves!
Leveraging Existing Employee Programs for DEI
Employees can leverage FTG’s existing programs to help extend the positive impact onto DEI as well. This includes the employee referral program, employee donation matching program, and the employee day of service.
Employee Day of Service
FTG proudly supports employees in giving back to the community by granting 8 hours of volunteer time off (VTO) each year. Employees may use the volunteering benefit to contribute their time and talents to recognized charities, causes, and not-for-profit 501(c) organizations. Volunteers have the opportunity to fight for equality and work with specific communities to offer support, resources, and services. Volunteermatch.org is recommended to employees as a great resource for finding volunteer opportunities based on location and cause (e.g. advocacy & human rights, LGBTQ+, race & ethnicity, women, etc.). Additionally, employees can reach out to our employee resource groups (ERGs) for recommended volunteer opportunities based on the organizations and causes that they advocate for.
Employee Donation Matching
FTG will match $.50 for every $1.00 donated by an employee to an approved 501(c) non-profit organization up to a maximum company match of $100,000 per year. There are countless 501(c) non-profit organizations that champion diversity, equity, and inclusion efforts across the country. Employees looking for an eligible charity are encouraged to check out charitynavigator.org, which is a great resource that sorts charities by rating and by cause (e.g. Racial Justice & Civil Rights). Additionally, employees can reach out to our employee resource groups (ERGs) to learn more about the non-profit organizations they advocate for.
Employee Referral Program
We’re always looking internally and externally for talented and enthusiastic people to grow with us, which is why our employee referral program rewards employees for helping us add to our team! Additionally, referrals have the potential to move the needle on diversity in a way that other talent sourcing methods don’t. The main items to consider to help ensure more diverse employee referrals include 1) focusing on referring candidates from underrepresented backgrounds and 2) it doesn’t have to be a direct referral. Any indirect referrals or loose leads can also help our recruiting team.
It’s never too late to cultivate change, empathy, and education. If you’re wondering where to start, here are some insightful resources.
Participate in the 21-Day Racial Equity Habit Building Challenge ©
© 2014 All Rights Reserved America & Moore, LLC
For 21 days, do one action to further your understanding of power, privilege, supremacy, oppression, and equity.
Each plan includes suggestions for readings, podcasts, videos, observations, and ways to form and deepen community connections. Suggestions are divided into the following categories: Read, Listen, Watch, Notice, Connect, Engage, Act, Reflect, & Stay Inspired.
Use one of the following tracking charts to stay on course. Download this printable tracking sheet here or access the official digital version here and copy it for editing.
21-Day Racial Equity Habit Building Challenge ©
How White People Got Made, by Quinn Norton, exploring where the term “white people” comes from and which ethnic groups have and have not been able to become “white” through US history.
White Privilege: Unpacking the Invisible Knapsack and other essays, Groundbreaking 1989 essay by Peggy McIntosh who lists the ways she’s beginning to recognize the way white privilege operates in her life.
Explaining White Privilege to a Broke White Person, Gina Crosley-Corcoran, raised “the kind of poor that people don’t want to believe still exists in this country,” explores where race and class do and don’t intersect and how she’s come to understand her own white privilege.
Infographic: What Is Tone Policing And Why Is It Wrong? Shambhavi Raj Singh infographic explaining what tone policing is, why it’s harmful, and how to avoid it
The Case for Reparations Ta-Nehisi Coates explains how reparations entail much more enslavement
I’m Jewish and Don’t Identify as White. Why Must I Check That Box? Kwame Anthony Appiah brings historical context to the fraught identify of being Jewish in a world built on whiteness
White House Threatens Discipline for Employees Engaging in ‘Divisive’ Training, Calls for Political Watchdogs Eric Katz unveils the Trump administrations Fall 2020 policy to police and obstruct diversity, equity, and inclusion trainings
Struggling to Stay Home: Latino Renters in the COVID-19 Pandemic Unidos US unpacks the Latinx community’s barriers to housing before and during COVID
Harvard Historian Examines How Textbooks Taught White Supremacy Liz Mineo explains how U.S. textbooks and educational strategy became perpetrators of white supremacy
Redlining Was Codified Racism That Shaped American Cities And This Exhibit Shows It Still Exists Cristela Guerra describes traveling exhibit about 1930’s housing and lending policy’s creation of an enduring racist housing footprint across the U.S.
Black Women Voters Aren’t “Saving America.” We’re Saving Ourselves Joshunda Sanders contextualizes the role of Black women in the historic 2020 election
This ‘Equity’ picture is actually White Supremacy at work Sippin the EquiTEA reframes a well worn equity v equality graphic
How one teacher’s Black Lives Matter lesson divided a small Wisconsin town Tyler Kingkade writes about how a white teacher’s spontaneous mini BLM lesson sparked a town wide controversy
The Weaponization of Whiteness in Schools Coshandra Dillard explores the role of whiteness in schools and offers examples of how educators can counter impulses to enforce it
Ally or co-conspirator?: What it means to act #InSolidarity Alicia Garza shares ineffective and effective ways to be in solidarity
Opinion: Why BIPOC Is An Inadequate Acronym Kearie Daniel breaks down the term BIPOC and why it doesn’t sit well with her
How White People Got Made Quinn Norton tells the story of where the term “white people” comes from and which ethnic groups have and have not been able to become “white”
Explaining White Privilege to a Broke White Person Gina Crosley-Corcoran, raised “the kind of poor that people don’t want to believe still exists in this country,” explores race and class and how she’s come to understand her own white privilege
The Injustice of This Moment Is not an ‘Aberration’ Michelle Alexander contextualizes the 2020 state of racism/white supremacy as an inevitable outcome of a collective narrative steeped in denial
From Alt-Right to Groyper, White Nationalists Rebrand For 2020 And Beyond Institute For Research And Education On Human Rights (IREHR) reports on white nationalist marketing strategy known as “groyper”
Breaking Green Ceilings Podcast amplifying the voices of environmentalists from historically underrepresented communities including Disabled, Queer, Trans, Black, Indigenous, People of Color and accomplices (episodes 1 hour)
Louder Than A Riot Hosted by NPR Music’s Rodney Carmichael and Sidney Madden this podcast reveals the interconnected rise of hip-hop and mass incarceration and explores power from all angles — the power the music industry wields over artists, the power of institutional forces that marginalize communities of color, the power of the prison industrial complex and the power dynamics deep-rooted in the rap game (episodes 1 hour)
Introducing: Nice White Parents From Serial and The New York Times, reporter Chana Joffe-Walt looks at the 60-year relationship between white parents and the public school down the block. Includes reading list and discussion guide, calls in/out white progressives (episodes1 hour)
Teaching To Thrive Podcast hosts Bettina Love & Chelsey Culley-Love share ideas that strengthen the everyday lives of Black and Brown students within our schools and communities. Each episode is aimed at empowering our knowledge for collective liberation (episodes 20 – 40 mins)
Black Voices in Healthcare Podcast by the acclaimed medical storytelling community The Nocturnists who, in the wake of the murder of George Floyd, invited in Black medical community luminaries, Ashley McMullen, MD and Kimberly Manning, MD, to host this series about how being Black shapes medical workers’ personal and professional lives (episodes 30 mins – 1 hour)
Do the Work Podcast hosted by Brandon Kyle Goodman explores race and relationships. Each episode is an intimate conversation between two people who know each other well, and have had or are still having a struggle to cross the racial barrier. We bring them together so they can finally have a real conversation about race, and we can all learn how to be anti-racist in our daily lives. Debby Irving has a small role in each episode (episodes 30 – 50 mins)
1619 A New York Times audio series, hosted by Nikole Hannah-Jones, that examines how slavery has transformed America, connecting past and present through the oldest form of storytelling (episodes 30 – 45 mins)
Left of Black Duke University Professor of African and African American Studies Mark Anthony Neal interviews Black Studies in arts, education, music, sports, and more. Bonus: interviews also available to view on YouTube (episodes 20 mins – 1 hour)
All My Relations, hosted by Matika Wilbur (Swinomish and Tulalip) and Adrienne Keene (Cherokee Nation) this podcast “explores indigeneity in all its complexity.” Episodes focus on issues such as DNA identity, appropriation, feminism, food sovereignty, gender, sexuality, and more while “keeping it real, playing games, laughing a lot, and even crying sometimes” (any episode – one-ish hour each
Black Like Me, host Dr. Alex Gee “invites you to experience the world through the perspective of one Black man, one conversation, one story, or even one rant at a time” (any episode – times vary)
On Point Radio – Oklahoma To Incorporate 1921 Tulsa Race Massacre Into Statewide School Curriculum host David Folkenflik interviews Tulsans about the 1921 “Black Wall Street” race massacre and recent efforts to integrate it into the Oklahoma education system (46 minutes)
Here & Now – Without Slavery, Would The U.S. Be The Leading Economic Power? host Jeremy Hobson explores with Edward Baptist, author of The Half Has Never Been Told: Slavery and the Making of American Capitalism, how slavery established the United States as a world economic power (15 minutes)
NPR Morning Edition – You Cannot Divorce Race From Immigration journalist Rachel Martin talks to Pulitzer Prize-winning journalist Jose Antonio Vargas for a response to a story in The Atlantic, written by David Frum, proposing the U.S. cut legal immigration by half. (6 minutes)
BBC Radio 5 live – The Sista Collective – Created and hosted by BBC producer Jessie Aru-Phillips, each season showcases the depth of Black British talent. (any episode – one-ish hour each)
Watch - Short, Coffee Break Length
I’m not your inspiration, thank you very much TED Talk by comedian and journalist Stella Young who happens to go about her day in a wheelchair — a fact that doesn’t, she’d like to make clear, automatically turn her into a noble inspiration to all humanity. In this very funny talk, Young breaks down society’s habit of turning disabled people into “inspiration porn” (9 mins)
How Can We Win Author Kimberly Jones gives a powerful, spontaneous, eloquent speech explaining in detail why this is happening (racism across 450 years) and the difference between protesting, rioting and looting in 2020 (7 mins)
White Backlash Against Progress: The 3rd Reconstruction Rev William Barber explains the challenges and opportunities in the 1st, 2nd, and now possibility 3rd reconstruction period (7 mins)
You love Black culture, but do you love me? Powerful Beats By Dre spot challenging the appropriation of Black culture amidst ongoing lack of challenge to the racist systems that continue to oppress Black communities (2 mins)
Entrepreneur Pharrell Williams and JAY-Z soundtrack set to rolling images and stories of Black entrepreneurs (5 mins)
Systemic Racism Explained Act.TV animated short illustrates how systemic racism affects every area of U.S. from incarceration to predatory lending, and how we can solve it (4 mins)
The American Lows, Excerpt Jacqueline Battalora talks about how white supremacy permeates all aspects of American society (4 mins)
Defund the Police Project Nia & Blue Seat Studios explain the racist origins of U.S. policing, and paint a vision for what shifting resources from police budgets to housing, food, and other basic life needs can look like (4 mins)
How ‘white fragility’ reinforces racism Dr. Robin DiAngelo explains what white fragility is and how it functions (5 minutes)
Not Everyone is Your Friend by Trent Shelton speaks to the negative pull we can feel from old friends when we try to spread our wings (3 mins each)
This is Us, Dr. Eddie Glaude explains why blaming current racial tensions on Donald Trump misses the point (3 minutes)
The Iroquois Influence on the Constitution, Host and producer of First Voices Indigenous Radio Tiokasin Ghosthorse explains the sequestering of two Iroquois chiefs to advise in the writing of the U.S. Constitution (4 minutes)
Racism is Real, A split-screen video depicting the differential in the white and black lived experience (3 minutes)
Confronting ‘intergroup anxiety’: Can you try to hard to be fair? Explores why we may get tongue-tied and blunder when we encounter people from groups unfamiliar to us (5 minutes)
I Didn’t Tell You, Ever wonder what a day in the life of a person of color is like? Listen to this poem, written and spoken by Norma Johnson (7 minutes)
CBS News Analysis: Students May Be Miseducation About Black History, Ibram X. Kendi reviews current history curriculum production and use across the U.S. (5 minutes)
The Disturbing History of the Suburbs, An Adam Ruins Everything episode that quickly and humorously educates how redlining came to be (6 minutes)
New York Times Op-Docs on Race, Multiple videos with a range of racial and ethnic perspectives on the lived experience of racism in the US (each video about 6 minutes)
White Bred, Excellent quick intro to how white supremacy shapes white lives and perception (5 minutes)
What Kind of Asian Are You? Humorous two-minute youtube video that illustrates the utter silliness of the way many white Americans interact with Asian Americans (2 minutes)
What Would You Do?: Bicycle Thief Episode ABC’s popular show explores the impact of racial and gender bias and prejudice at a family-friendly park. Before this video, would you have anticipated this differential treatment?
Watch - Medium, Lunch Break Length
Munroe Bergdorf on racism, trans activism and acceptance English activist and model Munroe Bergdorf, known for speaking her mind on trans issues, racism and misogyny, talks to Krishnan Guru-Murthy about her own transition, the controversy that led to her being dropped by L’Oreal and why tolerance is not enough (38 mins)
I’ve lived as a man & a woman — here’s what I learned TED talk by Paula Stone Williams about the surprising injustices she discovered in transitioning from a male to a female body (15 mins)
Why racial and ethnic data on COVID-19’s impact is badly needed American Medical Association (AMA) April 2020 Live Stream with panelists from a diverse range of association leaders explain racial and ethnic healthcare barriers and equity approaches (1 hour)
What Being Hispanic and Latinx Means in the United States, Fernanda Ponce shares what she’s learning about the misunderstanding and related mistreatment of the incredibly diverse ethnic category people in U.S. call Hispanic. (12 minutes)
Indigenous People React to Indigenous Representation in Film And TV, Conversation with a diverse range of Indigenous people by FBE about media depictions of Indigenous people, Columbus day, and Indigenous identity. (15 minutes)
The urgency of intersectionality, TED Talk by Kimberlé Crenshaw that asks us to see the ways Black women have been invisibilized in the law and in media. (19 minutes)
How to overcome our biases? Walk boldly toward them, TED Talk by Vernā Myers, encourages work vigorously to counter balance bias by connecting with and learning about and from the groups we fear (19 minutes)
Racial Wealth Gap Vox Explained series episode digging into why measuring racial progress must include understanding the roots and dynamics of the Black/white racial wealth gap (16 mins)
‘We the People’ – the three most misunderstood words in US history TED Talk by Mark Charles offers a unique perspective on three of the most misinterpreted words in American History and their connection to obstructing life, liberty, and justice for all people (17mins)
Watch - Long, Sit On the Couch Length
Documented Pulitzer Prize-winning journalist Jose Antonio Vargas uses his personal story to convey the internal and external impacts of the US’s broken immigration system. Also available on Amazon Prime (1 hour 30 minutes)
Race In America: Fighting for Justice Bryan Stevenson interview with Washington Post columnist Jonathan Capehart delves into the state of US racism and racial justice as of October 2020 and explores the role of hope in staying the course (1 hour)
The Force A fly-on-the-wall look deep inside the long-troubled Oakland Police Department as it struggles to rebuild public trust (1 hour 32 mins)
When they see us, Four-part Netflix series by Ava DuVernay about the wrongful incarceration and ultimate exoneration of the “Central Park Five.” (four 1+ hour episodes)
13th, Netflix documentary by Ava DuVernay about the connection between US Slavery and the present day mass incarceration system. (1 hour 40 minutes)
Slavery by Another Name, 90 minutes PBS documentary challenges the idea that slavery ended with the emancipation proclamation. (90 minutes)
Unnatural Causes, Seven part documentary by California Newsreel that explores the impact of racism on health and US healthcare. (4 hours total, episodes have variable lengths)
In The White Man’s Image PBS documentary about the Native American boarding school movement designed to “kill the Indian and save the man.” (56 minutes)
Race: The Power of an Illusion, Three-part, three-hour film by California Newsreel exploring the biology of skin color, the concept of assimilation, and the history of institutional racism. (three 1 hour episodes)
Who Killed Malcom X? Six-episode Netflix series exploring the decades-long investigation into who was behind the assasignation of Malcom X and the mis/reporting of it (episodes 40 minutes)
Once people start to learn about white privilege and America’s systems of oppression through history, they often ask, “Why didn’t I see this sooner?” It’s easy to overlook what we’re not looking for. Once you understand the phenomenon of selective noticing, take yourself on a noticing adventure.
1) Watch the Test Your Awareness: Do The Test
2) Go out in the world and change up what you notice. (Some of this will be influenced differently pre/during/post COVID. You may need to rely on memories until we are on the move again!) Here’s some of what you might look for:
Who is and is not represented in ads?
Who are your ten closest friends? What is the racial mix in this group?
As you move through the day, what’s the racial composition of the people around you? On your commute? At the coffee shop you go to? At the gym? At your workplace? At the show you go on the weekend?
What percentage of the day are you able to be with people of your own racial identity?
Notice how much of your day you are speaking about racism. Who are you engaging with on these issues? Who are you not? Why do you think this is?
What are the last five books you read? What is the racial mix of the authors?
What is the racial mix of the main characters in your favorite TV shows? Movies?
What is the racial mix of people pictured in the photos and artwork in your home? In your friend, family, and colleagues’ homes?
Who is filling what kinds of jobs/social roles in your world? (e.g. Who’s the store manager and who’s stocking the shelves? Who’s waiting on tables and who’s busing the food?) Can you correlate any of this to racial identity?
Who do you notice on magazine covers? What roles are people of color filling in these images?
If you’re traveling by car, train, or air, do you notice housing patterns? How is housing arranged? Who lives near the downtown commerce area and who does not? Who lives near the waterfront and who does not? Who lives in industrial areas and who does not? What is the density of a given neighborhood? Can you correlate any of this to racial identity?
3) Review the Continuum on Becoming an Anti-Racist, Multicultural Institution with a small group of people at your workplace, faith institution, club, or any organization you’re a part of.
- Where do you think the organization is right now?
- What’s your evidence?
- Has the organization evolved in some ways?
- What caused/allowed for that?
- Has the organization articulated a desire to evolve towards being an anti-racist, multicultural organization?
- If not, do you have the power to influence that movement?
- Who are your in-organization and/or stakeholder allies?
- If yes, what steps is it taking?
- Could it be doing more? If so what?
- Who are your in-organization and/or stakeholder allies?
Follow Racial Justice activists, educators, organizations, and movements on social media. Consider connecting with any of the people /organizations you learn about in the above resources. Here are more ideas to widen your circle of who you follow. Pro Tip: check out who these organizations follow, quote, repost, and retweet to find more people/organizations to follow.
- National Center for Transgender Equality | Twitter | Instagram | Facebook
- Movement for Black Lives | Twitter | Instagram | Facebook
- Dream Defenders | Twitter | Instagram | Facebook
- Asian & Pacific Islander American Health Forum: APIAHF | Twitter | Instagram | Facebook
- United We Dream | Twitter | Instagram | Facebook
- The Philanthropy Initiative | Twitter
- National Congress of American Indians | Twitter | Facebook
- Antiracism Center | Twitter | Instagram | Facebook
- Audre Lorde Project | Twitter | Instagram | Facebook
- Black Women’s Blueprint | Twitter | Instagram | Facebook
- Color Of Change | Twitter | Instagram | Facebook
- Colorlines | Twitter | Instagram | Facebook
- The Conscious Kid | Twitter | Instagram | Facebook
- Equal Justice Initiative (EJI) | Twitter | Instagram | Facebook
- Families Belong Together | Twitter | Instagram | Facebook
- The Leadership Conference on Civil & Human Rights | Twitter | Instagram | Facebook
- Showing Up for Racial Justice (SURJ) | Twitter | Instagram | Facebook
- Teaching Tolerance | Twitter | Instagram | Facebook
- Colours of Us | Twitter | Instagram | Facebook
- Anti-Defamation League | Twitter | Instagram | Facebook
- Nonprofit AF | Twitter | Instagram | Facebook
- Define American | Twitter | Instagram | Facebook
- AWARE-LA | Twitter | Instagram | Facebook
- Privilege to Progress | Twitter | Instagram | Facebook
- Black Minds Matter | Twitter
- 18MillionRising | Twitter | Instagram | Facebook
- Black Voters Matter | Twitter | Instagram | Facebook
- Teaching While White | Twitter | Facebook
- White Nonsense Roundup | Twitter | Instagram | Facebook
- Conversations with White People: Talking about race | Facebook
- Race Forward | Twitter | Instagram | Facebook
- Racial Equity Tools | Twitter | Facebook
- 1Hood Media | Twitter | Instagram | Facebook
- White Awake | Twitter | Facebook
- The Transgender Training Institute | Twitter | Instagram | Facebook
This can be the hardest part for people new to racial justice work. Engaging in racially mixed settings can trigger age-old power and privilege dynamics. The goal is to be a learner more than a knower, exactly the opposite of what dominant U.S. culture teaches us to be.
Here are some Engagement Tips to guide you:
Enter the process to learn and bridge knowledge gaps.
Enter the process to practice mindful social habits like the ones below.
Work to stay engaged even when your mind and body start sending you signals to shrink or walk away.
Ask clarifying questions.
Acknowledge what you don’t know.
Validate others by listening closely and believing the truth and importance of what they are sharing.
Share airtime so that multiple perspectives are shared.
Step Up Step Back. If you are generally quiet, step up and practice speaking more. If you are generally a talker, practice stepping back and listening more.
Notice your biases and judgments as they arise. These are gold for you to excavate your subconscious!
Notice when you are uncomfortable. Reflect on why you’re uncomfortable and think about what you can do to build more emotional stamina in this area.
Honor confidentiality. Though you can share what you are learning in general terms, do not repeat stories in a way that can be traced back to the person who shared it.
Find a mentor within your own racial group to support and guide your growth.
If you are white, join a Showing Up For Racial Justice (SURJ) chapter in your area.
Google who’s who in your area by typing in ‘Racial Justice” or “Anti-Racist/m” + name of city/town, organization, or sector. A few website visits, emails, and phone calls later, you’ll likely have an idea of how to get on the mailing of one or more organizations in your area that are addressing issues of power and privilege. Once you connect to one, it’s easy to connect to many!
Research racial justice speakers and see who might be coming to your local university, church, community center, or speaker series.
Take a course or workshop. Community Colleges and Adult Education Centers are great places to find a course about social justice issues.
Though many people want to jump to action sooner instead of later, action without a vigorous self-education, self-reflection, and multiracial coalition can unexpectedly reproduce the very power and privilege dynamics we seek to interrupt. That said, sometimes acting immediately is called for. Welcome to the messy, imperfect world of challenging the status quo! Here are a few actions that you might consider:
Invite friend(s), family, and/or colleagues to do the 21-Day Challenge with you.
Prepare yourself to interrupt racial jokes. Click HERE for some advice about how.
Interrupt the pattern of white silence by speaking openly with family, friends, and colleagues about what you’re doing and learning in the 21-Day Challenge.
Invite friend(s), family, and/or colleagues to join you for one or more of your daily “to-do’s” for a low-threshold invitation into the work and introduction to the 21-Day Challenge.
Find out if your school, workplace, or faith group has an Equity Committee. What can you learn from them? Are they open to new members? Join if you can. Support in other ways if you can’t.
Find organizations such as The Privilege Institute, your local YWCA, and other non-profits doing racial justice work and support them through donating your time, money, and other resources.
Find a 21-Day Challenge group in your region or sector and reach out to connect with, and perhaps co-create a region or sector specific 21-Day Challenge in the future. Google “21-Day Racial Equity Habit Building Challenge + your state, region, or sector”
When the status quo is blatantly racist, disrupt it. No matter how big or small put yourself out there to create change. No need to wait until you are comfortable disrupting; it may never get comfortable, though you will get better at managing discomfort. These actions are generally more successful when done in multiracial coalition. Examples from past participants include:
Demanding administration change the name of a dodgeball team from “The Cottonpickers”
Improving the representation of books in the library by raising funds and purchasing hundreds of new books
Conducting an equity audit within the organization
Creating learning communities to set goals, objectives, and action plans
Disrupting inappropriate language by offering alternative language you yourself are learning
Speaking, emailing, and posting about articles, blogs, movies, and this 21-Day Challenge that you find impactful.
Let people know you are not neutral!
Black Talent Group (BTG) ERG
Black Talent Group (BTG): This group is open to anyone who shares Black values, vision, culture, and mission. We live in a world of great diversity (gender, culture, race, sexual orientation, values, hopes, fears, and dreams). In the Black Talent Group (BTG) we see strength and the uniqueness that each of us can contribute to benefit our One FTG culture. By valuing this diversity, we are each empowered, and in turn empower others, the opportunity to contribute to and benefit from our organization’s success.
Our Black Talent Group (BTG) Purpose: Ensure a more highly qualified and diversified Flex Technology Group. (Encompassing all departments and every level of skill/expertise)
1.) Focus on increasing Black recruitment, retention, and engagement across Flex Technology Group.
2.) Foster and encourage more diverse ideas, beliefs through awareness, education, and resources.
3.) Establish an inclusive work environment that respects and embraces diversity
Develop a network within the FTG community to promote the cultural diversity and professional development of its members, and thereby creating a supportive environment for the Latino/Hispanic community and contributing to the success of FTG’s mission.
We seek to promote respect and awareness by contributing to the inclusive environment that results from a diverse community, assisting departments, and other branches within FTG in attracting and recruiting the best candidates, enhancing the professional development of employees, and recognizing our members’ achievements.
This group is open to anyone who shares Hispanic/LatinX values, vision, culture, and mission.
- Celebrate Latino/Hispanic Achievements within the company but also elsewhere within the world.
- Educate people on the different Latino Cultures and how each one is unique.
- Advance a respectful and caring community for each other.
- Create resources, road maps, and goals to help elevate one another in the workplace.
This employee resource group is open to all employees that share in the role of parenting. From new parents to empty nesters and everyone in between. Biological parents, step-parents, and foster parents all have a story or a situation. The Parent ERG promotes a safe place to share and support one another through struggles and celebrations as we navigate the balance between our professional and parental responsibilities.
The Pride Employee Resource Group at Flex Technology Group strives to create an inclusive workplace culture for employees who identify as Lesbian, Gay, Bisexual, Transgender, Queer, Questioning, Intersex, Asexual, (LGBTQIA+) and the allies who wish to support them. This group offers a safe and confidential space to communicate, learn, and support this community. The Pride ERG aims to foster an open and welcoming environment at FTG for LGBTQIA+ employees.
How Can You Support the Pride ERG?
Take Action – Use Your Pronouns: Proactively sharing your pronouns with others normalizes the practice and creates a space where others feel more comfortable to do so as well. This ultimately helps to create an inclusive culture and allows people to feel comfortable being their authentic selves!
This includes adding them to your email signature, Zoom profile, LinkedIn profile, and more. Check out these resources for more info:
Learn on Your Own – Genderbread Person: the genderbread person is a teaching tool for breaking the big concept of gender down into bite-sized, digestible pieces. Used by — and contributed to by — countless people around the world and throughout the decades, the genderbread person (and all of the different evolutions of it, and ideas it evolved from) is a wonderful way to start an important conversation around gender. Open the Genderbread Person in a new tab.
EmpowHER – Women’s ERG
The Women’s ERG empowers our personal and professional growth through strong relationships between women, while providing a space to talk about issues we face, while advocating for the advancement of women within our respective communities and FTG. All are welcome to participate, and all voices are encouraged.