Our Social Identity and Belonging Training
Centerboard has engaged in meaningful social identity and belonging training work since 2011. We use the framework and tools developed by VISIONS, Inc. to recognize, understand, and appreciate difference across many variables - going way beyond Federal and State EEOP requirements.
Our social identity and belonging mission guides us to intentionally seek to not only acknowledge differences such as class, gender, race, level, etc., but truly try to recognize, understand and appreciate the impact of these differences in the work that we do in the community, with our colleagues and those we serve.
Learn more about how we have begun to bring this work to other non-profits.
In 2010, Centerboard recognized that, in order to fully live our mission, we needed to look inward. At the time, we saw disparities in representation within leadership positions, including limited representation of people of color in management roles. We also recognized tensions and differing experiences among staff, including between English-speaking and bilingual employees, highlighting the need to better understand identity, culture, power, and inclusion within our organization.
Centerboard engaged consultants using the VISIONS framework to help guide this work.
Through facilitated dialogue, race affinity groups, training, and ongoing reflection, we began a long-term commitment to building a more inclusive organization and creating spaces where staff and those we serve could feel seen, heard, and valued.
Today, that work continues to evolve. We have increased representation of people of color in management positions, successfully support transgender youth across our programs, and review policies and practices through our diverse BRIDGE Committee with a deliberate focus on inclusion, belonging, and equity. While our work is ongoing, we are proud of the progress made and remain committed to continuous learning and growth.
Belonging, Respect, Inclusion, Dialogue, Growth, Empowerment
Suggested Reading & Viewing from our Staff
Write about how and why we asked our staff to submit recommended reading/veiwings and how this is benifitial. highlight the collaborative nature of our dei work.
Books
It Didn’t Start With You: How inherited family trauma shapes who we are and how to end the cycle by Mark Wolynn
Articles
Organizational and Personal Dimensions in Diversity Climate Ethic and Gender Differences in Employee Perceptions (Michal E. Barak, David A. Cherin, Sherry Berkman, 1998)
White Male Power and Privilege: The Relationship between White supremacy and Social Class (William Ming Liu, 2017)
Videos
Implicit Bias: Peanut Butter, Jelly and Racism
Deconstructing White Privilege
The Danger of a Single Story
How I Learned to Stop Worrying and Love Discussing Race