Making the EQUITY Case for Inclusiveness
Inclusiveness promotes EQUITY.
"Social Equity implies fair access to livelihood, education, and resources; full participation in the political and cultural life of the community; and self-determination in meeting fundamental needs." (Conservation.net)
- Acknowledge that disparities persist in educational achievement, health outcomes, and economic stability for diverse populations
- Are able to address how these disparities relate to their mission and work to overcome them
- Recognize that people of color often have a different experience in the workplace, and work to mitigate experiences and perceptions of inequity
Colorado Women's Agenda's largest success has been the way we approach our work. We are beginning to see ourselves as an anti-racist women's organization that advocates for social justice issues through a gender lens, rather than a women's organization working on an anti-racism initiative or project. We have changed our mission statement to reflect this paradigm shift, and we now constantly question ourselves to make sure that anti-racism is at the forefront of everything we do.
Colorado Women's Agenda
Supporting Data for an Equity imperative regarding programs
- Health Care: Even when they have insurance and are of the same social class, minorities often receive a lower quality of care than do their white counterparts. Alliance for Health Reform; Lack of usual source of health care: Hispanics, 30 percent; black Americans 20 percent; whites, 16 percent. Agency for Healthcare Research and Quality.
- Education: The percentage of 16- to 24-year-olds who are high school status dropouts is higher among Hispanics than among Blacks, Whites, and Asian/Pacific Islanders, and higher among Blacks and American Indian/Alaska Natives than among Whites and Asian/Pacific Islanders. National Center for Education Statistics
- Criminal Justice: African Americans are incarcerated at nearly six times the rate of whites. Latinos are incarcerated at nearly double the rate of whites. The Sentencing Project
- Housing: Rental Housing: about 51 percent of Asian and Pacific Islander householders, 46 percent of Black householders, and 45 percent of Hispanic householders were homeowners, compared with 74 percent of White non-Hispanic householders. U.S. Census Bureau
Supporting Data for an EQUITY imperative regarding staff
(From: "Job Satisfaction ad Race-related Discrimination and Conflict in the Workplace," Katherine Pease, 2007)
- 26 percent of people of color believed that people of color must work harder than whites for their contributions to be recognized, as compared to 3 percent of whites who believed the same thing.
- 19 percent of people of color said that they have witnessed overt discrimination related to race in the workplace, as compared to 4 percent of whites.
- 40 percent of people of color said that they have witnessed subtle discrimination related to race in the workplace, as compared to 19 percent of whites.
- Step 1: Creating Structure
- Step 2: Consultants/Training
- Step 3: Making the Case
- How to Make the Case for Inclusiveness in Your Organization
- Definitions (NARRATIVE)
- Who Are Your Stakeholders?
- Reasons for Doing Inclusiveness Work: The Four Imperatives
- Caution: A Color-Blind Approach is Ineffective
- Benefits from Being More Inclusive
- Step 4: Gathering Info
- Step 5: Creating a Blueprint
- Step 6: Implementing the Blueprint
- Sample Documents
- Next Steps for Your Organization