aee hiring for racial diversity · out there adventures brown gal trekker the avarna group bold and...

Hiring for Racial Diversity

January 17, 2018

© 2017 Fleur Larsen Facilitation

About My Work Fleur Larsen started facilitating 20 years ago on challenge course programs with youth and adults. Her style is based on sharp analysis, flexible thinking, joy, and purposeful results.

Her work is relationship-based with connection, collaboration, and community as integral elements to reach goals. Currently, she works with several corporate and nonprofit groups facilitating retreats, trainings and workshops in addition to one on one coaching.

Fleurs work as a Seattle-based facilitator is focused on equity, social justice, diversity and inclusion, team building, emotional intelligence, experiential education and community development.

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Collaborators

Regent Brown is a coach and consult for individuals, groups, communities, and organizations looking to deepen their racial equity and anti-oppression strategies to promote multicultural, inclusive and sustainable practices. Regent works in service to community through restorative circles and conflict resolution facilitation.

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Natasha Marin is an artist and independent consultant primarily focused on digital engagement and community building. Natasha uses social media to find, connect, and build alliances among individuals, communities, and organizations. Her work supports building sustainable communities through creative engagement, modes of connection, and methods of encounter. Marin has published, lectured, and presented around the world for a diverse audience of "doers."

Patricia Julio brings 15 years of experience in affordable housing, community development and neighborhood planning in Seattle’s low-income communities of color. Patricia has successfully managed implementation of place-based strategies and community-owned initiatives. Her research interests include: place & marginalized identities, organic process & participatory planning and cultural appropriation of the urban realm.

© 2017 HR and Equity Consulting & Leadership for Change Consulting 4

■ This is land that was stolen from the Snoqualmie People

■ Currently the Duwamish are fighting to be Federally recognized

■ Want to support visit: duwamishtribe.org for more info

WeareonNativeLand

© 2017 Fleur Larsen Facilitation 5

What is your most pressing HR need?

How is your organization living equity?


Forourtimetogether

▪ Curiosity

▪ Connection

▪ Community


▪ Your organization values equity, diversity and inclusion

▪ You want to improve your current hiring and retaining practices

▪ You personally want to grow around issues of equity and diversity

Working Assumptions


EquityA state, quality or

ideal of being fair

and just.

Recruiting and Retaining Based on Relationships

Strategy and Culture


What does racial justice and equity look like at

you organization?


Organizations and companies living equityOrganizations

● Outdoor Fro● The Service Board● Skate Like a Girl● Bikeworks● Brown Girl Surf● Snowqueen and Scout ● Out There Adventures● Brown Gal Trekker● The Avarna Group● Bold and Gold YMCA● Latino Outdoors● Center for Diversity and The Environment

Resources: articles and podcast

● Code Switch: Being Outdoorsy when you’re Black or Brown

● Why Don’t They Look Like Me? The Diversity Dilemma in Outdoor Media

● Brownpeoplecamping: instagram● Diversity, Beyond the Buzzword. She-

Explores podcast● It Matters Who You See in Outdoor Media● President’s Memo Toolkit: The Avarn Group

Recruiting

Technical Challenges13


Media and Marketing Materials● Job Posting● Job Application● Website● Brochures● Equity values, statement or

commitment


● Changeexpectationsof“baselineskills.”

● Reducethetechnicalrequirementsfor

incomingstaff.

● Acknowledgethatbyrequiringcertain

technicalskillsorcertificationsweare

limitingourpooltoprivilegedapplicants.

● ProvideafewscholarshipsforWFRs.

Recruiting and Hiring


Recruiting and Hiring

● Valuedifferentexperiencesandskillsetsthattransfertooutdooreducationratherthandirectoutdoorexperience.

● Hireyouthworkersinsteadofoutdoorspeople.● Offertraininginoutdoorskillsorstafftechnicalcourseswitha

“specialist.”


Where To Post: Partners and Networks● College POC groups, social work,

education, psychology interest/majors● Identity specific outdoor organizations● Public, private and nonprofit groups● Tribal groups● Government at local, state and federal

level● Outdoor brands and media embodying

inclusion

If you want different results, you will need to do different actions.

Retention

Culture and Adaptive Challenge


Norms and Culture

What are the norms in your organization?

● Communication styles● How is success defined?● What does professional look like?● Comfort with conflict or

disagreements● ‘Niceness’ or what is considered

appropriate at the office● Are you asking people to fit into your

culture?


Community Agreements:Steps to create an inclusive community

1. Listen actively; listen to understand.

2. Speak for yourself; share your experience.

3. Share air-space; Step up, Step back.

4. Name a dynamic when something happens; “ouch” and “oops”.

5. My normal may not be your normal.

6. Intent vs. impact.

7. Stay engaged.

8. Be open to feedback; ask clarifying questions.

9. Expect and accept non-closure.

10. Be aware of your feelings and thoughts; stay present to your experience.

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Social Rank Category Agent Rank Target Rank

Age Adults 18-64 Children/teens and Elders

Disability Able-persons Persons with Disabilities

Religion Cultural Christians, Agnostics, Atheists

Jews, Muslims, all non-Christian religions

Ethnicity White Euro-Americans People of Color

Social Class Owning and Middle Class(access to higher ed)

Poor and working class

Sexual Orientation Heterosexuals LGBTQ

Indigenous Heritage Non-Native Native, First Nations

National Origin US Born Immigrants and Refugees

Gender Bio/Cis gender Male Female, Trans and intersex

Our Identities

Leticia Nieto


“Fitting in is about assessing a situation and becoming who you

need to be to be accepted.”Brene Brown:

“Belonging doesn’t require us to change who we are. It

requires us to be who we are. Belonging is the innate

human desire to be apart of something larger than us.”


Performance Evaluation

Who is set up for success?

Performance evaluations:● Measured against what?● Whose standards of professionalism or

success?● How often? No surprises● Tied to compensation?● Staff Support Strategy


Promotion/Retention

Who can afford to do this work?

● Competitive compensation● Pay interns● Logistical support for housing and

transportation● Professional development based

on equity not equality● Include equity in performance

evaluations

AdvancementPipeline

■ Equity assessment of current positions title,

responsibilities and compensation

■ Resources and opportunities for

advancement

■ Organizational Culture of Growth


Role Models, Mentoring and Sponsoring

Mentorship:

● A colleague might have shared identities● Provide advice and encouragement● Offer skills building support● Career path suggestions based on mentee’s

own goals and needs

Sponsorship:

● A person with leadership and positional power● Use ‘gatekeeping status’ to open access● Can advocate, open doors, make connections

and support POC advancement


Stay/Exit Interviews

Stay: What can HR or the organization do to keep staff?

Exit: What should the HR or organization know to improve?

What it will take

● Time● Money● Resources● Trial and error, ‘pilot’

Closing


Partial Resource ListReadingBanaji, M. R., & Greenwald, A. G. (2016). Blindspot: Hidden biases of good people. Bantam.

DiAngelo, R. J. (2016). What does it mean to be white?: Developing white racial literacy. Peter Lang.

McIntosh, P. (1988). White privilege: Unpacking the invisible knapsack.

Nieto, L. (2010). Beyond inclusion, beyond empowerment: A developmental strategy to liberate everyone. Cuetzpalin.

Onge, P. S., Applegate, B., & Rouson, B. (2009). Embracing cultural competency: A roadmap for nonprofit capacity builders. Fieldstone Alliance.

Coates, T. N. (2015). Between the world and me. Text publishing.

Goodman, D. J. (2011). Promoting diversity and social justice: Educating people from privileged groups. Routledge.

Implicit Bias Tests

VideoExecutive Mellody Hobson on race and hiring

PwC on Bias and Blindspots

Brene Brown Power of Empathy

Jay Smooth on Talking about race

Social Good Now Why facts don’t convince people

Kimberle Crenshaw Intersectionality

Verna Myers Getting over bias

Julie Nelson on Implicit Bias

Robin Diangelo on White Privilege


CONTACT

Fleur Larsen [email protected]

Keonna [email protected]

aee hiring for racial diversity · out there adventures brown gal trekker the avarna group bold and...

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