Leading for Racial Equity Part 2: Policy Tools and Workforce Developmentcontinuingstudies.wisc.edu/0245-C-PDAS See upcoming dates
This class is two days, offered in a highly participatory live-online format.
Transform your commitment to racial equity into anti-racist leadership in this new two-part class. In part 2, learn how racial equity decision tools are used to hardwire equity strategies in budget allocations, programs and policy decisions. Apply an equity-focused analysis to a current project and leave with feedback on how to leverage the project for social justice and racial equity.
*Part 1 is a prerequisite for part 2. Part 2 is taught over two days.
Black Lives Matter. In Wisconsin, Black residents fare worst in the nation on key metrics related to education, health and well-being. Organizations are pressured to take responsibility and action to address those disparities. How do we do better?
In this two-part class*, participants will be challenged to transform their commitment to racial equity into anti-racist leadership. Not limited to supervisors and managers, this course is for anyone with an intermediate understanding** of racial equity who is ready to impact their organization’s programs, practices, policies and decisions to better align to values of social justice and racial equity.
Part 2 is taught over two days.
On day 1, participants will learn how racial equity decision tools are used to hardwire equity strategies in budget allocations, program and policy decisions. Participants will learn to apply an equity-focused analysis to a current project and leave with feedback on how to leverage the project for social justice and racial equity.
On day 2, participants will explore Whiteness in the workplace, build an understanding of racist organizational detours and learn tools to interrupt institutional barriers to recruit, hire and retain racially diverse staff.
Day 1 learning outcomes
- Identify how racial equity policy tools could help your organization build sharper budget, program and policy decisions focused on racial equity
- Apply concepts of equity policy tools to a current project and identify strengths and areas of growth
- Be able to describe how to leverage the project for social justice and racial equity
- Plan to follow up with an accountability partner
Day 2 learning outcomes
- Design strategies to increase recruitment and hiring of racially diverse staff
- Identify and analyze how Whiteness shows up in my organization and identify strategies to respond to racialized aggressions in my organization, in order to create a place of belonging for a diverse workforce
- Design steps to build capacity with current staff to elevate their commitment to anti-racism
*Part 1 is prerequisite for part 2
**Intermediate understanding of racial equity means that you could explain the following concepts to someone else: Black Lives Matter, implicit bias, microaggressions, and institutional/systemic racism. If you aren't able to do that yet, then please participate in a program to build your understanding of racial equity before attending this series.
Overview: Extra Information
ananda mirilli (MS, UW–Madison) is the executive director of nINA Collective, an enterprise dedicated to supporting organizations, institutions and individuals as they advance their change process and racial equity initiatives. A native of Brazil, ananda has a long history of working with communities in the U.S. and abroad, and is the grant director to address racial disproportionality in special education for the Wisconsin Department of Public Instruction.
At age 14 she engaged in social justice movements advocating for children with multiple abilities, seniors experiencing poverty, and youth experiencing homelessness. After moving to the U.S. ananda became an educator and found her passion for facilitating learning spaces for individuals, groups and organizations engaging in transformative work. ananda's commitment to racial and gender justice led her to develop new frames for youth and women's leadership. As a skilled facilitator, ananda has engaged with thousands of youth, women and diverse professionals, building coalition and solidarity. ananda holds a master's degree in education leadership and policy analysis from UW–Madison and a bachelor's degree in human services and psychology.
Courtney Reed Jenkins (JD, University of Iowa) is co-leader of the Disproportionality Technical Assistance Network and has spent two decades working in nonprofits and government eliminating institutional barriers to success for underserved students. She has conducted federal and state civil rights investigations for the State of Wisconsin; managed equity-focused systems-change initiatives in Colorado, Idaho, Iowa and Wisconsin; and serves on the management team for the Wisconsin Department of Instruction.
Dr. Marian Wright-Edelman said, "Service is the rent we pay for being." Courtney Reed has "paid her rent" through two decades of work in the nonprofit and government sectors — always with a clear focus on eliminating institutional barriers to success for underserved students. She started her career in education as a paraprofessional in a segregated school for students with disabilities, which literally paid for — and informed the focus of — her legal training. She has also served on the senior management team and as board president of the education foundation for a national civil rights organization. Courtney focuses on justice in education in honor of her mother, who grew up white in the segregated south, and her daughters, to whom she wants to leave a fairer world.
Continuing Studies is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
Earn Continuing Education Hours
By participating in this class you will earn:
|University of Wisconsin Continuing Education Units||1.2|