DIVERSITY, EQUITY AND INCLUSION (DEI) AN INTRODUCTION FOZIA IRFAN CEO BEDS & LUTON COMMUNITY FOUNDATION
CONSENSUS ON MEANINGS
EQUALITY V EQUITY
Equity is “fairness or justice in the way people are treated”
FUNDAMENTAL UNDERLYING PRINCIPLE FOR FOUNDATIONS: UNIVERSAL PROGRAMMES OF FUNDING DO NOT REACH PEOPLE EQUALLY
“… neutral programs don’t reach all people equally. Strategic, well targeted and culturally appropriate strategies are necessary to ensure inclusion. Some initiatives that appear to be …neutral in fact reflect in their design a set of exclusionary choices” (Lamarche, 2009, p. 22)
Who is our community and what are their needs? - White boys have the lowest attainment level at GCSEs - Black women have a higher employment rate than black men in Luton (opposite to national picture) - In the Biscot Ward almost half of all children live in poverty - Over 55’s are the most likely to be long term unemployed - Well documented that LGBT people face additional barriers in employment and accessing services
Explicit and intentional Takes a systemic approach and looks at institutionalised barriers and obstacles
DEFINING CHARACTERISTICS OF AN EQUITY APPROACH
Data forms the evidence base, from which action is taken Partnership with the community It has to start from within a foundation culture (internal equity) before you consider grantmaking (external equity) It is a journey not a destination
BOOKER WASHINGTON
JULIUS ROSENWALD
THE ROSENWALD FUND -
Established 1917 – Depleted by
1948 Spent over $70m Famous for establishing the
Rosenwald Schools which are now being preserved as part of American heritage.
1/3 of all black children in the South were educated A generation of intellectuals were provided with fellowships Collaborative empowerment model with the black community
DIVERSITY ISSUE 1 HOW DIVERSE IS OUR GRANTMAKING?
Voice4Change report – Funding for BAME communities (2015)
Coercive Isomorphism
Cultural Norms of Foundations
Implicit Bias
“…who is at the table has a great deal to do with how the pie is divided’
DIVERSITY ISSUE 2 WHO IS AT THE TABLE?
(Lamarche, 2009, p. 21).
Therefore it is important to understand who is part of the decision making process for grants distribution and whether this reflects the communities they serve.
ELEMENTS OF AN INCLUSIVE CULTURE
Funding
Starting the Conversation
Sharing the Story
Changing Policy/ Practice
Better Grantmaking
http://www.d5coalition.org/take-5-tools/
Data Collection
STARTING THE CONVERSATION ď‚Ą Schedule a formal conversation, such as putting DEI on a board or staff meeting agenda. ď‚Ą How to message this?
Diverse Perspectives
Greater Effectivenes s
http://www.d5coalition.org/tools/communication-tools/
More opportunitie s for our constituents
Better advance the common good
2. CHANGING POLICY AND PRACTICE Aim to adopt the five guiding Principles of DEI work
Mutual Respect: Within the parameters of our core values and charter requirements, we are committed to diversity, equity, and inclusion; and we fundamentally value and respect experiences that are different from our own.
Freedom and Flexibility: We promote a broad approach to diversity, equity, and inclusion while respecting each individual foundation's commitment to address those aspects most germane to its mission.
Knowledge and Creativity: By increasing diversity, equity, and inclusion, we believe we will access more expansive and varied ideas, information, and perspectives, making us more creative, informed investors.
Strategic Approach: To achieve our aims, we believe it is necessary to be strategic and intentional in formalising and pursuing meaningful diversity, equity, and inclusiveness goals as central aspects of our governance and programming.
Transparency: We believe we have a responsibility to society and our sector to achieve our goals with honesty and transparency, regularly reporting progress and lessons learned along the way.
LIST OF INDICATOR ACTIONS (otherwise known as the least attractive but most useful slide)
Policies include DEI – board and staff diversity policies, vendor and investment policy, grantmaking policy Recruitment –Intentionally hire personnel with an eye toward those who bring a social justice or equity perspective, Proactively share job postings in places where they are more likely to attract candidates beyond the “usual suspects.” Monitoring and publishing statistics about staff/trustee demographics.
Grantmaking programmes – accessing diverse perspectives, understanding of how inequality is produced and maintained, understanding of intersectionality, building capacity where needed in groups, Finding ways to direct more grant funding to grassroots, community-based organizations led by marginalised communities
Data – systematic aggregation and analysis of data and understanding of the impact, using data to analyse disparities
Training specific to the foundation’s DEI approach, theory of change, framework, etc. Understanding unconscious bias and coercive isomorphism
THE ROAD TO DEI
This is a long, deep and uncomfortable process –
there are no shortcuts Has to be leadership from CEO and Board DEI Coalition to be launched in January.
fozia_irfan@blcf.org.uk @irfan_fozia