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What Resonates?  work is never done and we always need to grow and learn.

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What Resonates?  work is never done and we always need to grow and learn.

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There is space to have those conversations honestly and openly - it isn't performative

Considering unconscious bias in all of our actions.

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- salary need to be posted on job postings
- what recruiters are we using/what steps are being taken to hire candidates of color?

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thinking through the dynamics of all of the offices and staff in how we approach decisions

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thinking through the dynamics of all of the offices and staff in how we approach decisions

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So much has been accomplished, but we have a ways to go.

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Looking thru the data, when we first started process there was more hanging over us and heaviness - a lot of progress has been made.

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Looking thru the data, when we first started process there was more hanging over us and heaviness - a lot of progress has been made.

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- Sentiment has grown in the right direction

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-being intentional in seeking out voices to amplify, holding myself accountable to hear from more and different people
-understanding organizational privilege and my role in it
-a more race-explicit analysis - actively engage those voices, ongoing statement of our culture and values and how we are doing it, baked into everything we do

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Restarting the SC is important at this point. We are still in zoom culture and people have a lot going on - need to have a group opting in to do this work 

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Restarting the SC is important at this point. We are still in zoom culture and people have a lot going on - need to have a group opting in to do this work 

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We need to break down this work in smaller chunks on a daily basis and see how it impacts areas such as hiring, staff access to LT, who's ideas get floated to top, how is the promotion process affected

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We need to break down this work in smaller chunks on a daily basis and see how it impacts areas such as hiring, staff access to LT, who's ideas get floated to top, how is the promotion process affected

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We are all accountable - L Team and whole staff have a ways to go

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We are all accountable - L Team and whole staff have a ways to go

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What resonated was the need to hold ourselves and each other accountable to taking in the lessons we're learning as it relates to DEIA when work here is consistently busy

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Team Department level:
- showcasing successes to keep staff engaged

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I think showing results and progress will spark engagement. The SC/leadership presenting reports, data, showing that feedback has been integrated into systems will help everyone feel like the mission is moving into action.

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More conversation opportunities.  As white male CIS, I have much to learn.  When I listen I learn.  I got a lot out of the notion that we ARE the organization, not individuals and the org as separate.

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Our intentions for shifting the way to navigate hiring are visible from the internal side of the organization.

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On an individual level, it's so important in grant writing to discuss challenges through lens of systemic racism. Drive it home to keep continuing that practice and it's imperative.

On an individual level, being aware of privileges and speaking up to make spaces more inclusive, keeping race at front of mind in how intersectionality impacts individual people's experiences.

What resonates is that the work is ongoing and it continues to evolve with and measured against progressive learning and implementation.

Recognition of leadership's investment in DEI.

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-serving all communities and reflecting all communities
-recognize privilege and how it adds pressure
-hearing from more voices and perspectives inside and outside glaad

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Creating intentional time to carve our explicit DEI goals into our daily projects. Bringing them into team meetings.

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Utilizing a staff panel for higher level hires (CDO)

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- what vendors are we working with?
- how can comms pass the mic/use or platform to uplift LGBTQ POC OUTSIDE of GLAAD campaigns??

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The Steering Committee continuing to do this work despite difficult start, stalls, acknowledging there is always room to change and learn.

There is still prioritization and emphasis on this work ongoing which is a new and energizing shift.

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Publicizing titles and salary bands in hiring will help bring more candidates to the table reflecting different experiences 

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Publicizing titles and salary bands in hiring will help bring more candidates to the table reflecting different experiences 

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-it would be great to hear more about what the board is learning and how they're engaging with DEIA work.

-it would also be great to learn more about the steering committee and know more about what they're doing and how they work with the L-team

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Realizing that our work is never done. We will forever continue to learn and grow in this work

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How to incorporate this work regularly in smaller bits and pieces. How to do the work daily, as opposed to large meetings every several months.

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How we talk as a staff during moments of cultural crisis when it comes to racial injustice, police brutality. How to have those conversations staff-wide and improve communication practices.

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Thinking about hiring structures when it comes to sustainability of new hires. How does that work across departments? When hiring people, at what level are they hired and into what department. What power do they have? Our work is extremely valuable and should be compensated as such.

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There will be a list of real actionable items and goals that GLAAD will be held accountable for toward positive change internally....Great!

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There will be a list of real actionable items and goals that GLAAD will be held accountable for toward positive change internally....Great!