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America’s systems, from education to class, and everything in between, are working as they were designed. Deep inequities were present at our country’s founding and have been a through line until today. And therefore, discriminatory beliefs and practices have been built into our systems – those formed by the government and by our institutions. In other to ensure greater equity, nonprofits should explore how racism has been built into systems.

The construction of race is a backbone to our systems

Racism, a system of advantage based on race, is an integral part of how many of our nation’s other systems, such as our criminal justice system, were crafted. This is why race as Americans understand the concept today was formed. As the National Museum of African American History and Culture (NMAAHC) explains, prior to American colonization, “race” was used rarely and generally meant to group people by kinship, rather than shared physical characteristics. However, racial categories as we know them today became more commonplace as the “categorization of people became a justification for European colonization and subsequent enslavement of people from Africa.” 

European colonization and the founding of America depended on this construction of race, thereby ensuring that race was interwoven into our nation’s policies and practices. Understanding that race has been and still is the central way that we divide, and therefore understand, our nation helps us see that it has necessarily been built into the core of our institutions. 

Inequitable outcomes are a product of intentional design 

The racial disparities we see today are expected outcomes based on intentional design. Let us take a brief look at the housing system in particular, which is often said to be broken, to understand how this system perpetuates itself.

In response to the Great Depression, the New Deal included housing programs – programs which intentionally shut out Black Americans. On top of this, the newly established Federal Housing Administration refused to insurance mortgages in and near Black neighborhoods, a process called redlining. Over the past century, mortgage insurers have not always explicitly stated that race is a reason for denying coverage, instead color coding these neighborhoods as “risky.” But the racism was overt in the Federal Housing Administration’s manual, which stated that “incompatible racial groups should not be permitted to live in the same communities.” Today, credit scores are used as a form of redlining, disproportionally impacting Black and Latinx households. Home ownership is one of the most secure ways for families to accrue wealth. As a result of redlining policies, White households have a median wealth that is ten times that of Black households and eight times that of Latinx households. 

Nonprofits must examine the systems they are built on and uphold 

With this knowledge, nonprofits should examine how inequities show up within their organizations, how they affect their stakeholders and community, and explore how DEI initiatives can address them. Learn how to take your first steps here.
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About YW Boston

As the first YWCA in the nation, YW Boston has been at the forefront of advancing equity for over 150 years. Through our DE&I Services—such as InclusionBoston and LeadBoston—as well as our advocacy work and youth programming, we help individuals and organizations change policies, practices, attitudes, and behaviors with a goal of creating more inclusive environments where women, people of color, and especially women of color can succeed.

As part of that work, we are helping organizations prioritize Diversity, Equity & Inclusion and become socially connected while staying physically distant. During this time, YW Boston is providing organizations with digital workshops and resources to help them better understand the challenges faced by their employees. For more information, please contact Sheera Bornstein at sheera@ywboston.org.

By YW Boston

Critical Race Theory is the buzzword of summer 2021. But what is it? Critical Race Theory (CRT) emerged out of critical legal studies in the 1970s and 80s. Legal scholars sought to explain, “Why has equal protection under the law not led to equal outcomes or opportunities for Black people?” They theorized that the law could never be race neutral, but instead was shaped by those who held power.

Over the past year, nonprofits have demonstrated an increased interest in understanding systemic racism and taking anti-racist action. Dr. Sarah Faude, YW Boston’s Director of Research and Evaluation, is trained in Critical Race Theory. During the first part of this piece, we speak with Dr. Faude about the theory and why it has been misunderstood.

What are the key features of Critical Race Theory?

Below are a few of the key elements as they are laid out in the introduction of Words that Wound:

1. Racism is ordinary and everywhere. We can move beyond debating if it exists and instead focus on better understanding how institutions support it (and how we can choose alternative paths).
2. Be skeptical of neutrality, colorblindness, and meritocracy. CRT encourages us to dig deeper. Who created these narratives?
3. Context matters. CRT encourages a historical reading of the law and the world.
4. Value experiential knowledge. The dominant narratives misrecognize the experiences of people of color. Counternarratives provide other explanations.
5. The goal is eliminating racial oppression. When we look intersectionally, like YW Boston does, we see that systems of oppression overlap and intersect. CRT argues that race is at the center of those intersections.

How is this different from learning about the history of racism?

Well, it is, and it isn’t, depending on how you learn the history of racism and what areas you’re studying. If you’re reading up on the history of racism in the law, then it’s likely you’re engaging with Critical Race Theory or communities of scholars who’ve read it. “Critical” is often a signal that there’s an interest in talking about power.

Critical Race Theory is a particular thing that has come to represent many things beyond it. The current conversation on Critical Race Theory is a resistance to nuanced conversations on how race and racism have been central to our history and culture in the US. Once we take a deep breath and look squarely at that history, we can get to work.

What about Critical Race Theory makes people nervous?

People are nervous because it can feel risky. If you’re somebody who has built a successful career without having to name racism, its history in your life and workplace – there is a lot of reflecting and learning to do. Doing that work is hard and can’t be done overnight. It’s risky because it requires vulnerability. We believe that organizations are now in a place where they are realizing the risk of not talking about race and racism and how it impacts everything including their constituents, employees, and communities.

About YW Boston

As the first YWCA in the nation, YW Boston has been at the forefront of advancing equity for over 150 years. Through our DE&I services—InclusionBoston and LeadBoston—as well as our advocacy work and youth programming, we help individuals and organizations change policies, practices, attitudes, and behaviors with a goal of creating more inclusive environments where women, people of color, and especially women of color can succeed.

As part of that work, we are helping organizations prioritize Diversity, Equity & Inclusion and become socially connected while staying physically distant. During this time, YW Boston is providing organizations with digital workshops and resources to help them better understand the challenges faced by their employees. For more information, please contact Sheera Bornstein at sheera@ywboston.org.

By YW Boston

Many of us have been feeling frustrated and wondering how we can do more. You may have wondered; how do you push your nonprofit organization to become equitable and inclusive? Don’t.

The work can’t be pushed, but intentioned, built, iterated upon, and built again. At the center of DEI is relationships and how they affect culture. If we default to pushing, we risk losing sight of the efficacy that is available to us and begin treating our colleagues like shadows in the night. So don’t push. Set clarified intent, be honest, and build.

Before you can start, determine whether your motivations are authentic, basically whether you are personally and professionally connected to progress. Ask: Why do I want this? Who am I concerned enough for that when they are challenged, I also feel challenged? Once you’ve gotten clear on whether or not your sense of urgency is authentic, it’s time to assess your environment.

Know how to work with an obstructive bystander.

It is easy to mistake someone in your way for someone standing in opposition. Those who are in the way, an obstructive bystander, haven’t recognized how ‘’the work” is good for them, too. They are more motivated to protect their social/financial/professional position. It will take time before they can authentically see themselves in the suffering of others and this can’t happen on anyone else’s timeline but their own. For these folks, teach them how not to stand in the way and lean heavily on the things you appreciate about them.

Utilize your power to create community.

Build relationships with like-minded people at work and build excitement around the things you all care about. Find ways to hold court. Make an announcement at a staff meeting about a group lunch with a topic aimed at thinking critically about DEI. Try on each other’s perspectives with engaging activities. The shared excitement and welcoming vibe of the group is your best chance at motivating others, where they can begin to contribute to changing organizational culture.

What should I do if I am a leader?

Leaders should focus on being solicitors and facilitators of information. Provide space and time, while actively gathering resources and capital to rally institutional support in the form of professional development, employee resource groups, inclusive practices, norms building, and retention.

To remain anchored into your goals:

• Be honest with yourself and others about your ideas and why you want them to come to fruition.
• Be reflective and open to change.
• Name harm when you see it and offer up human connection in its place.
• Build community.

It takes time and concerted effort to succeed in organizational change, and that is why you cannot simply push. Instead, create spaces that encourage listening and collaboration. In doing so, more of your colleagues will discover why it is critical to their own well-being and success to prioritize DEI.  And with more people authentically engaged, you will be able to work together to see the change you’ve been looking for.

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About YW Boston
As the first YWCA in the nation, YW Boston has been at the forefront of advancing equity for over 150 years. Through our DE&I Services—InclusionBoston and LeadBoston—as well as our advocacy work and youth programming, we help individuals and organizations change policies, practices, attitudes, and behaviors with a goal of creating more inclusive environments where women, people of color, and especially women of color can succeed.

As part of that work, we are helping organizations prioritize Diversity, Equity & Inclusion and become socially connected while staying physically distant. During this time, YW Boston is providing organizations with digital workshops and resources to help them better understand the challenges faced by their employees. For more information, please contact Sheera Bornstein at sheera@ywboston.org.

By YW Boston

Many nonprofits beginning their commitment to diversity, equity, and inclusion (DEI) start with holding a workshop. A workshop can be the start, but it should not end there. As Sharon Maylor Ph.D., YW Boston’s Organizational Development Manager, explains, “If you are looking to frustrate your staff, only do a workshop. They will ask ‘what’s next?’”

Sharon works with organizations as they develop and implement their DEI action plans. She also supports with facilitating workshops. So, we sat down with her to get a clear picture of when workshops can be beneficial to an organization, and why they must always be followed by longer-term commitments.

Workshops can help created shared language.

In order for staff to be effective in their DEI initiatives, everyone must have some level of proficiency in topics of equity and inclusion. Workshops serve to create this shared language among staff, and to facilitate communication between staff members around this language. For instance, in a workshop on social identities, participants learn about the identities they hold and how they impact their work life. By having a baseline understanding together, staff members can feel confident driving DEI work together in the future.

Workshops cannot provide all of the knowledge or skills your staff needs.

The most common feedback participants share after workshops is that there was simply not enough time. Each workshop includes time for staff to discuss where their organization is in their DEI journey, and how they can apply what they’ve learned. This only scratches the surface of how deeply workshop participants need to assess their own organization. If there are no next steps planned, employees will return to their workflow silos without continuing their work.

Organizations will benefit from creating spaces where their staff can continue to learn together and can spend the necessary time evaluating gaps in their organizations’ DEI. They can build on the shared language they’ve learned during the workshops. This dedicated time results in a staff ready to create and implement a DEI action plan. Participants begin to connect the dots between their organization’s needs and their power to make change.

Should my nonprofit host a workshop?

To help you decide whether your organization should participate in a workshop, determine what you are trying to solve. If you want to ensure that your staff knows about DEI terminology, a workshop can help you get there. A workshop can also help you demonstrate to your organization that there is an appetite to do this deeper work.  If you are looking to create an effective DEI plan, you won’t find it with one or even a series of workshops. Don’t use workshops as a way to signal commitment when your organization hasn’t planned any further action steps.

Instead, ensure you set aside the time it takes to understand your organization’s needs, build trust, and implement an action plan. Workshops may fill a need within this long-term plan, but you must make it clear to staff that your nonprofit’s time investment is action-oriented and ongoing.

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About YW Boston
As the first YWCA in the nation, YW Boston has been at the forefront of advancing equity for over 150 years. Through our DE&I services—InclusionBoston and LeadBoston—as well as our advocacy work and youth programming, we help individuals and organizations change policies, practices, attitudes, and behaviors with a goal of creating more inclusive environments where women, people of color, and especially women of color can succeed.

As part of that work, we are helping organizations prioritize Diversity, Equity & Inclusion and become socially connected while staying physically distant. During this time, YW Boston is providing organizations with digital workshops and resources to help them better understand the challenges faced by their employees. For more information, please contact Sheera Bornstein at sheera@ywboston.org.