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What are the resources?

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Expect all leaders to create the space and if they're not comfortable, have one DLC member/ambassador facilitate the convo.

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Identify teams who are not prioritizing it. Solution: have ambassadors to talk to managers in a safe space.

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If managers are not promoting it, it's not going to get anywhere (Semih)

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Dan - we need to get a sample from folks as to WHY this is happening.

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How do we build this in?

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If experiences are inconsistent. If we're saying it's "mission-critical", but it's not included in goal setting, what message does that send?

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It would be useful to do some surveying to determine which groups are using materials, which are not, and, particularly for the latter group, why?  Could be some groups aren't grappling with the issue, could be the materials aren't meeting the need.  This info will help us design solutions.

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Again, I think we need to narrow this down a little more. "Across the Org" and "With Clients", are two very different challenges. I think we ought to focus internally first (across the org).

With that in mind:
What does 'consistency' look like? When or how will we know that leaders are doing this 'right'?

Do we have some exemplars of leaders who are doing this in a way we would like to see it done? If so, who are they? What are they doing? What can we learn from them? How do they address this challenge? What other conditions are in place for them to do this successfully? Or do they create a set of conditions?

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1. Create learning groups for leaders to discuss inclusive leadership practices.
2. What if DLC members help facilitate quarterly step backs for teams?

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To borrow Tequilla's phrase, people's experiences will be defined based on their manager's knowledge/comfort/willingess.

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I am not sure that the resources are sufficient. Things like protocols have taken root here at TNTP - are there particular tools that could be used frequently with clients that we could train folks on and start to make a habit of using? E.g. How might you add a focus on D&I to a typical meeting agenda, coaching visit or client check-in? What session resources do we have for teacher/leader training on D&I? What habits of mind should be brought to data analysis, etc.? What would most benefit the work and how can we better illustrate the value of the tools?

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A few ideas:

Create a user friendly guide of helpful resources with expectations for it's use that is owned by the head of each team who then reports on progress or experience as both an accountability tool but also as a way to learn about what is and isn't working.

Create an org wide goal around this and measure teams' progress toward it.

Have a weekly or monthly resource and team spotlight. What is the tool they are using or what are they doing to advance our D&I priorities.

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Impact: D&I becomes a priority or integrated into the work and team in some spaces and not in others.
Implications: Multiple narratives of what TNTP is will be built based on sometimes disparate experiences.

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Impact: Some teams have done a lot of diversity work, others may have done little/none. There is no clear consensus on how important this work is.
Implications: Teams will continue to work in silos, creating an uneven TNTP experience for staff that relies heavily on individual manager preference.

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No answers yet, just questions: Why are resources being used inconsistently? What might be the root cause? Do we have an easy-to-navigate place where all resources are stored/accessible? What has expectation been to VPs and Partners re: sharing resources with teams?

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So what may be a root cause of this challenge? So what are the implications if we do nothing to address it?

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Now what specific actions, projects or strategies can the DLC advance to address the challenge?

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Sites, teams, and leaders inconsistently use or share diversity, inclusion, and equity resources across the org, and with clients.