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Woke @ Work

Inspiration and encouragement for building a Race Equity Culture™

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We Will Not Mitigate Racial Disparities if We Center the Comfort of People Privileged by Systemic Racism and White Supremacy Above Those Marginalized by Them

We Will Not Mitigate Racial Disparities if We Center the Comfort of People Privileged by Systemic Racism and White Supremacy Above Those Marginalized by Them

Jun 1, 2023

Read Time: 3 minutes Jennifer Miller’s piece “Why Some Companies Are Saying ‘Diversity and Belonging’ Instead of ‘Diversity and Inclusion’” highlights how a flawed definition of belonging – “[helping] people who aren’t marginalized feel like they’re part of the conversation” is being used to center the comfort of “lily-white leadership” experiencing “hostility” and “resentment” triggered by poorly designed and executed DEI initiatives.

Celebrating Five Years of Awake to Woke to Work®

Celebrating Five Years of Awake to Woke to Work®

May 25, 2023

Read Time: 2 minutes Celebrate our five-year Awake to Woke to Work™ anniversary as we unveil an updated version of our Race Equity Cycle® infographic! This enhanced edition explicitly recognizes the intersection of identities such as age, class, disability, gender, immigration status, religion, and sexual orientation in cultivating and sustaining a Race Equity Culture™. By centering race in this graphic, we acknowledge its central role in our collective experience.

Build, Maintain, Repair: A Deceptively Simple Framework for Tending to Your Organization’s Equity Container

Build, Maintain, Repair: A Deceptively Simple Framework for Tending to Your Organization’s Equity Container

May 24, 2023

Read Time: 5 minutes In our first blog in this series, we introduced the idea of an equity container: A set of conditions that allows groups to move through racial justice work without falling apart or reproducing white supremacy culture. A strong equity container allows teams to work through conflict, disagreement and harm in ways that strengthen team alignment, which is critical to operationalizing equity at organizations. When a team’s container is fragile or fractured, the team is likely to create harm and lose its ability to have the honest, vulnerable conversations needed to dismantle white supremacy. What does it look like to actually nurture a strong container? We’re iterating on a simple framework for this: Build, Maintain, Repair.