Demonstrating Inclusion (part 1)

Our goal in our racial sensitivity trainings is to address the norms, practices, content, and ways of being that reflect the values and ideology associated with white culture and white privilege. Many times, white people inadvertently marginalize the cultures, experiences and perspectives of people of color. 

We work with companies to create processes, structures and practices that value relationships and relationship-building; engage the head, heart and spirit; respect the diversity of ways people develop and express knowledge; and provide a space for team members to be their full, authentic selves.

Here are some tips to get your company's HR processes in line (more tips will follow in subsequent posts):

  • Ensure company is responsible and accountable to the local community and larger social justice movements 

  • Consider responsibility and accountability of company and its team members to the community 

  • Check cultural and faith calendars to ensure that mandatory company events do not conflict with important holidays or dates.

  • Model justice practices in how company funds are spent, how much company workers are paid and which vendors are used (using diverse suppliers whenever possible).

  • Consider ways to engage team members in the local community though volunteer efforts.

Adapted from Decentering Whiteness and Creating Inclusive and Equitable Conferences: A Tip Sheet , written by a multiracial, multinational working group of racial and social justice educators, organizers, scholars, researchers and activists: Natasha Aruliah, Sonali Sangeeta Balajee, Shakti Butler, Bill Calhoun, Diane Goodman, Sally Leiderman, Emily Morrison and Maggie Potapchuk. Dec. 2015