Racial Justice Content Topic Results

While this guide was written for organizations in sustainability and environmental fields, the practices and tools provided in this document are relevant to nonprofits and are intended to support organizations in their evolving practices to achieve increased equity, diversity, and inclusion in their offices by addressing historical discrepancies in recruitment, hiring and retention efforts.

Robin Diangelo’s book, White Fragility, explores why it is so hard for white people to talk about racism.

This document provides an overview of the ways in which America’s history of racism and oppression continues to manifest in the criminal justice system. It also provides a summary of research demonstrating how the system perpetuates the disparate treatment of Black people and explains how the evidence helps account for the hugely disproportionate impact of mass incarceration on millions of Black people, their families, and their communities.

Organizations ready to address and embrace racial equity must first examine how race interacts with all aspects of organizational culture, from board governance, to leadership and management, to staffing and talent management, to day-to-day work flow. While not an exhaustive list, this webpage outlines four simple strategies for moving the needle on organizational change efforts intended to promote diversity, equity, and inclusion.

Black Women in the United States & Key States, 2018, is the 5th in the series of annual reports produced by the Black Women’s Roundtable meant to assess the challenges, triumphs, and overall contemporary condition of Black women in the nation. The 2018 report takes an in-depth look at the issue of power and where Black women fall within the overarching power-dynamic.

Diversity and inclusiveness are not the same. When employees from diverse backgrounds and communities are supported and allowed to flourish, the organization benefits from their ideas, skills and engagement, and retention rate of those workers also rises. To that end, this article outlines six practical strategies for creating an inclusive workplace environment.

This report shares themes and issues from the Racial & Economic Equity for Survivors Project's 2017 listening sessions in order to aid in self-reflection, challenge dominant narratives, support improved data collection and analysis, and to begin, continue, or advance conversations and work toward racial equity for domestic and sexual violence survivors.

In this piece, Sana Saeed explores how black Americans have relied on religion – especially Christianity and Islam – to survive and liberate themselves for over three centuries.

In September 2016, the Center for Social Innovation launched SPARC (Supporting Partnerships for AntiRacist Communities) to understand and respond to racial inequities in homelessness. Through a mixed-methods (quantitative and qualitative) study, the SPARC team documented high rates of homelessness among people of color and began to map their pathways into and barriers to exit from homelessness. This report presents key findings from this study.

In recognition of Teen Dating Violence Awareness & Prevention Month, this webinar highlights the work of Rights4Girls. Presenters explore how the intersections of race, gender and violence cause the most marginalized girls to be criminalized for their experiences of sexual violence and sexual exploitation.

Reflecting the expertise of advocates and survivors, this report from the field broadens the scope of mass incarceration to be culturally responsive to survivors in communities of color.

For Asian, Black, Latinx, and multiracial employees, decades of research tells us that exclusion, discrimination, and bias can be daily experiences. This report examines the Emotional Tax levied on employees of color and actions that organizations can take to address and reduce the consequences and ensure that employees of color can thrive, advance, and contribute their best talents.