Many of our ventures and partners are advancing their commitment to diversity, equity and inclusion. As they’ve taken this on, they’ve reached out to us for advice, resources and referrals. We thought it would be helpful to create a shared resource where anyone who’s interested can find relevant content. If you have ideas that should be added to the list, please send them to firstname.lastname@example.org
Diversity: The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. (University of Oregon)
Inclusion: A common definition of “diversity” and “inclusion” is needed. Diversity means all the ways we differ. Some of these differences we are born with and cannot change. Anything that makes us unique is part of this definition of diversity. Inclusion involves bringing together and harnessing these diverse forces and resources, in a way that is beneficial. Inclusion puts the concept and practice of diversity into action by creating an environment of involvement, respect, and connection – where the richness of ideas, backgrounds, and perspectives are harnessed to create value. Organizations need both diversity and inclusion to be successful. (Global Diversity & Talent Strategies Pitney Bowes Inc.)
Belonging: Belonging or being fully human means more than having access. It means having a voice, and being afforded the opportunity to participate in the design of social and cultural structures. Belonging entails being respected at a basic level that includes the right to both contribute and make demands upon society and political institutions. Accepting a group’s belonging requires us to recognize differences while exploring commonality. (Berkeley Diversity)
Equity and Equality: Equity and equality are two strategies we can use in an effort to produce fairness. Equity is giving everyone what they need to be successful. Equality is treating everyone the same. Equality aims to promote fairness, but it can only work if everyone starts from the same place and needs the same thing. We must first ensure equity before we can enjoy equality. (Edutopia)
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Done to Us: African-American Parent Perceptions of K-12 Education [UNCF]
UNCF surveyed low-income, African-American parents across the U.S. to understand their views on education reform. What they learned is that parents have high aspirations for their children and overwhelmingly want their children to attend college, but struggle to translate these ambitions into reality. In addition, 62% of parent respondents believed that public school reform efforts would be improved if there were more African-American leaders driving change. Parents distrust systems that have failed to serve them well in the past.
How Diversity Makes Us Smarter [Scientific American]
Being around people who are different from us makes us more creative, more diligent and harder-working.
Race Biases Teachers’ Expectations for Students [John Hopkins University]
When evaluating the same black student, white teachers expect significantly less academic success than black teachers, a new Johns Hopkins University study concludes. This is especially true for black boys. The study suggests that the more modest expectations of some teachers could become self-fulfilling prophecies. These low expectations could affect the performance of students, particularly disadvantaged ones who lack access to role models who could counteract a teacher’s low expectations. You can find a related study here.
Teachers’ Perceptions of Students’ Disruptive Behavior [UC Santa Barbara]
Research study shows that White teachers are far more likely to evaluate the behavior of Black students, particularly Black boys, as disruptive. However, Black teachers are far less likely to perceive behavioral problems in their Black students. In fact, the more times a Black student is matched with a Black teacher, the less likely that student is to be suspended. A growing body of evidence suggests that a key factor associated with Black-White differences in disciplinary outcomes may be the underrepresentation of Black teachers in schools.
Why diversity matters? [McKinsey]
New research from McKinsey makes it increasingly clear that companies with more diverse workforces perform better financially.
The State of Racial Diversity in the Educator Workforce [US Department of Education]
This 2016 report reiterates the importance of racial diversity within the teaching workforce and provides a current snapshot of the racial diversity of educators in our nation’s public schools. The report also highlights student, teacher, and education leadership diversity trends, and examines the teacher pipeline from enrollment in postsecondary education, hiring, and teacher retention. Finally, the report provides examples of places that are working to address diversity in a variety of ways.
How to build diverse and inclusive organizations
15 Hacks for Building Diversity in Tech [Stanford and Mindset Scholars Network]
Policymakers and many tech leaders want to ensure that the American tech industry reflects the diversity of our society. How can we capture the talents and contributions of people from diverse backgrounds who aren’t now well represented in tech? Social psychologists have shown that seemingly small changes can sometimes have large effects on diversity, with effects that endure for years. How is this possible? It’s not magic! Learn more—and attract people from diverse backgrounds to your company and help them thrive. This brief describes 15 changes companies can make to be more diverse and inclusive.
America Healing Racial Equity Resource Guide [W.K. Kellogg Foundation]
As part of the W.K. Kellogg Foundation’s America Healing work we want to share the collective insights, resources and tools of individuals and organizations that have been working to foster racial healing and racial equity in communities within our nation. The materials found on this website have been developed with the help of the America Healing community and racial equity field. You will find practical resources including articles, organizations, research, books, media strategies and training curricula for organizations and individuals working to achieve racial healing and equity in their communities.
At Clef, an Oakland-based security startup, diversity has been, and always will be, a top priority for the people who work there. To help other startups understand why and how to focus on inclusion, not just in hiring but a multitude of practices within the company, Clef open-sourced its policy handbook for seed-stage companies on GitHub.
Diversity at Startups [Homebrew]
It’s never too early to think about how to create a diverse and inclusive workforce. To help start-ups in this effort, Homebrew created some basic guidelines on how a company can advance diversity during its early stages. The guide includes tips on why diversity is important, where to recruit, how to interview, how to approach hiring and ongoing staff engagement.
Diversity Debt: How much does your start-up have? [Andrea Barrica, inDinero]
Experienced start-up founder, Andrea Barrica, discusses the concept of “diversity debt,” which is so easily accrued by tech start-ups. The key message: as seen with the huge tech companies making headlines for their lack of diversity, the issue becomes harder and harder to fix the longer you wait. She provides some specific principles and resources on what start-up founders can do to infuse their commitment to diversity in their organization from Day 1.
From Intention to Action: Building Diverse, Inclusive Teams in Education to Deepen Impact [Koya Leadership Partners and Education Pioneers]
With this survey of diversity practices and results in education organizations, Koya Leadership Partners and Education Pioneers set out to understand what commitments to racial and ethnic diversity and inclusion in the education sector look like in practice and to provide actionable steps organizations can take to drive the conversation about diversity from intention to action.
Grantmaking with a Racial Equity Lens [Foundation Center]
A focus on racial equity can increase funders’ effectiveness at every stage of the grantmaking process. Blending experience and candid advice from grantmakers, this guide explores how a racial equity lens can help nourish change inside foundations, while providing a number of resources on how to drive that change.
Hidden in Plain Sight [EdFuel]
What will it take to recruit, develop, and retain a diverse generation of education sector leaders? The answer, based on a spring 2015 survey of noninstructional leaders, came through loud and clear: allocate the time and funding necessary to develop and retain more current staff as system leaders. Following through means fundamentally reorienting our priorities around talent and investing more consistently in the development and growth of leaders.
Kapor Capital Founders’ Commitment
The Founders’ Commitment is focused on helping portfolio companies make collective progress in the areas of diversity and inclusion. Initiated by a group of Kapor Capital founders in the summer of 2015, the Founders’ Commitment has evolved into a set of four actions that all incoming founding teams will agree to carry out, and all current portfolio founders have the choice to opt into. Learn more here.
Managing Unconscious Bias: Strategies to Address Bias & Build More Diverse, Inclusive Organizations [Paradigm]
Unconscious bias can lead to many types of undesirable outcomes; in organizations, it can lead to differences in the way we attract, hire, develop, and retain people from underrepresented groups. Even when these differences are subtle—and sometimes especially so—they present significant barriers to cultivating a diverse, inclusive organization. Awareness of unconscious bias and active engagement in efforts to reduce bias should be a core component of any company’s diversity and inclusion strategy. For the growing number of companies devoting resources to diversity, this paper is a guide on how to think about and address unconscious bias at all levels of the organization.
Project Implicit [Harvard University]
Founded by three researchers from Harvard University, the University of Washington and the University of Virginia, Project Implicit is a non-profit organization and international collaboration between researchers who are interested in implicit social cognition – thoughts and feelings outside of conscious awareness and control. The goal of the organization is to educate the public about hidden biases and to provide a “virtual laboratory” for collecting data on the Internet.
Race Equity and Inclusion Action Guide: 7 Steps to Advance and Embed Race Equity and Inclusion Within Your Organization [The Annie E. Casey Foundation]
Advancing race equity and inclusion can sometimes seem daunting and often leaves many wondering how and where to start. One way to achieve social change in an organization is to incorporate race equity and inclusion at every stage of work. The seven steps in this guide provide a clear framework for undertaking this important work. This tool adds to the resources already created by partners who have been working in the field. It works by demonstrating how a race equity lens can be adopted by foundations or other organizations that work directly with systems, technical assistance providers and communities.
Race Forward advances social justice through research, media and practice. Founded in 1981, Race Forward brings systemic analysis and an innovative approach to complex race issues to help people take effective action toward racial equity. Race Forward publishes the daily news sites Colorlines and presents Facing Race, the country’s largest multiracial conference on racial justice.
DIVERSITY COALITIONS & COMMUNITIES
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D5 is a five-year coalition to advance philanthropy’s diversity, equity, and inclusion. As our constituencies become increasingly diverse, we need to understand and reflect their rich variety of perspectives in order to achieve greater impact. To meet this challenge, philanthropic, community and thought leaders are all coming together in an ambitious effort. D5 has published a range of reports on the state of diversity in philanthropy, and features an analysis on policies, practices and programs to advance DEI, an organizational audit, and message manual for the field, among other resources.
Launched two years ago by Kapor Capital Founding Partner, Freada Kapor Klein, Diversity Advocates consists of ~150 individuals from a variety of tech companies and D&I initiatives, who are all working to improve diversity at their respective workplaces. The group’s leadership encompasses Diversity and Inclusion Directors from several leading tech companies (e.g. Twilio, Square, Google, Yelp), and is an ideal place for members to post ideas and make requests for help regarding your own D&I plans. If you’d like to be added to the group, email DAemail@example.com.
Equity in the Center
In 2015, the Annie E. Casey Foundation brought together AmeriCorps Alums, Management Leadership for Tomorrow, ProInspire, Public Allies, and Teach for America for its first Social Sector Talent Pipelines Learning Lab. Following that work, the group to decided to form Equity in the Center to disrupt the mindsets, practices and systems of social sector decision makers to create a more diverse and equitable talent pipeline so that all people in the US have equal access to opportunities.
Green 2.0 (formerly the Green Diversity Initiative)
Green 2.0 is an initiative dedicated to increasing racial diversity across mainstream environmental NGOs, foundations and government agencies. The Green 2.0 working group advocates for data transparency, accountability and increased resources to ensure that these organizations increase their diversity. They also have a comprehensive set of diversity-related resources available here.
Project Include is an open community working toward providing meaningful diversity and inclusion solutions for tech companies. The group has crafted a set of customizable recommendations for tech CEOs, leaders, and managers, to accelerate diversity and inclusion within their startups. You can also read this Medium article to learn more.
Showing Up for Racial Justice
SURJ is a national network of groups and individuals organizing White people for racial justice. Through community organizing, mobilizing, and education, SURJ moves White people to act as part of a multi-racial majority for justice with passion and accountability. We work to connect people across the country while supporting and collaborating with local and national racial justice organizing efforts. SURJ provides a space to build relationships, skills and political analysis to act for change.
We Are Educators For Justice
We Are Educators for Justice is a group of White education leaders working to determine what role White Allies can play in the struggle for education equity, excellence and racial justice. The group provides knowledge and skill building opportunities, resources and support to White leaders who are committed to the idea of dismantling systems of oppression.
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Tech-Related Diversity Recruitment
Blendoor is a merit -based matching app for tech roles. Blendoor matches employers and applicants by skill sets, interests, education level, and which position companies are recruiting for. Age, name, gender, and race are all hidden from employers, reducing the likelihood of unconscious bias affecting recruitment. Blendoor will also refer promising candidates to learning and development programs to sharpen their skills, ensuring they aren’t wholesale rejected from the tech industry simply because they need polishing.
/dev/color is a non-profit organization on a mission to advance the careers of black software engineers. It is a community of industry engineers, both full-time engineers and students and professionals who aspire to be engineers, helping one another achieve ambitious career goals.
Jopwell is dedicated to helping Blacks, Latinos / Hispanics, and Native Americans, the most underrepresented ethnic minority groups, connect with companies seeking to diversify their applicant pools.
People Operations Technology (POT) Product Index
A Kapor Capital summary of tech tools that help companies hire diverse talent, mitigate bias, and create inclusive workplaces.
Senior Leader Recruitment / Executive Search
Compass Talent Group
Compass Talent Group (CTG) is passionate about finding the very best and brightest leaders for schools, districts and non-profits. From principals to vice-presidents to superintendents, CTG partners with organizations to meet their hiring needs. Contact: Leniece F. Brissett at Leniece@compasstalentgroup.com
DGW Consulting Group
Since 2012, DWG Consulting Group has led the effort to provide first class executive search, financial management, project management and professional development to education and non-profit organizations across the nation. Contact: DeRonda Williams at firstname.lastname@example.org
EdPlus focuses on attracting, selecting, and retaining quality people for work with district and charter public schools and education nonprofit organizations. With a keen appreciation for the importance of effectively matching individual passion and skills with organizational mission and culture, EdPlus works with those invested in education as a social justice issue to bring the right people to the right work. Contact: Alicia Robinson at email@example.com
Offor Walker Group
The Offor Walker Group (OWG) is dedicated to matching a diverse group of leaders with high-potential education organizations. For organizations that are equally committed to building diverse leadership teams, OWG provides the knowledge and guidance to ensure that professional talent matches have profound and lasting success. Contact: Ify Offor Walker at firstname.lastname@example.org
Board Members Recruitment & Training
Charter Board Partners
Charter Board Partners works with leading organizations in the community to strengthen charter school governance, raise awareness of the importance of governance, and recruit high-caliber talent for board service.
RACE & EQUITY TRAINING / PROFESSIONAL DEVELOPMENT
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Fellowship for Race & Equity in Education
The Fellowship for Race & Equity in Education (FREE) aims to build individual and collective will, skill, knowledge, and courage to interrupt racial inequities within the American education system, allowing students and their families to receive what all citizens of our great country deserve as a part of their inalienable rights: the right to an excellent education. Through honest and open dialogue, the organization strives to build change agents who can lead collective anti-racist action in schools and education-facing organizations. The equity work was a response to the urgent need for culturally responsive systemic change for our most vulnerable students.
National Equity Project
NEP’s mission is to dramatically improve educational experiences, outcomes, and life options for students and families who have been historically underserved by their schools and districts. They work to build culture, conditions, and competencies for excellence and equity in districts, schools, classrooms, nonprofits, and communities. NEP offers deep, authentic, and supportive partnership, meeting our clients where they are through a range of customized coaching and consulting services.
Pacific Educational Group
PEG partners with educational systems to transform them into racially conscious and socially just environments that nurture the spirit and infinite potential of all learners, especially students of color, American Indian students and their families.
White Privilege Conference
WPC is a conference that examines challenging concepts of privilege and oppression and offers solutions and team building strategies to work toward a more equitable world.
Bellwether’s Talent Services practice works on both sides of the talent equation: they help find and develop exceptional talent, and help organizations become “talent ready.” Bellwether ensures that organizations have the systems, culture, and capacity to cultivate diverse teams of leaders who can transform the lives of students.
Paradigm partners with innovative companies to build stronger, more diverse organizations. They believe that with the benefit of diverse perspectives, organizations will design better products, deliver better services, and build a better world. Paradigm collaborates with leaders to develop a comprehensive diversity strategy aligned with the company’s vision and values and designed to advance its broader goals. Then, they partner with stakeholders across the organization — from recruiting and retention to communications and policy — to bring that strategy to life.
White Men as Full Diversity Partners
The organization’s work and commitment is to inspire leaders to take courageous action to create and sustain inclusive workplace culture. Over the past 20 years, their transformative programs have helped Fortune 500 company leaders achieve lasting change in their workplaces.