# data[].attributes.headline
what are the ways folks are feeling watched or micromanaged? what specific processes/systems are in place that create that orientation towards monitoring?

# data[].attributes.subject
what are the ways folks are feeling watched or micromanaged? what specific processes/systems are in place that create that orientation towards monitoring?

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the depth of the personal connection to and experiences around why equity matters -- a powerful theme to elevate

# data[].attributes.subject
the depth of the personal connection to and experiences around why equity matters -- a powerful theme to elevate

# data[].attributes.headline
how do we bridge some of the gaps from the virtual divide

# data[].attributes.subject
how do we bridge some of the gaps from the virtual divide

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the lack of upward feedback structures resonates (maybe a 360 process?)

# data[].attributes.subject
the lack of upward feedback structures resonates (maybe a 360 process?)

# data[].attributes.body
Interesting that many feel the focus on being BIPOC to be too much.

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“I sometimes wonder if I was hired because of my identity and not my skills. I am not clear the team knows what strengths I bring to the team.”

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“I sometimes wonder if I was hired because of my identity and not my skills. I am not clear the team knows what strengths I bring to the team.”

# data[].attributes.body
I wonder if this isnt a byproduct of having set ratios for new hires and positions. Also, does this contradict the sentiment of hiring more BIPOC staff into positions of leadership? Wouldn't they be hired for their identity?

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"Generally we feel that our managers lift us up and that there is space for checking in and an effort to validate our experiences and humanity. That said, some BIPOC staff said that these relationships can feel surface level if there isn’t BIPOC leadership"

# data[].attributes.subject
"Generally we feel that our managers lift us up and that there is space for checking in and an effort to validate our experiences and humanity. That said, some BIPOC staff said that these relationships can feel surface level if there isn’t BIPOC leadership"

# data[].attributes.body
This seems like a big leap from being supported by managers to feeling the relationships are surface level because there arent more BIPOC leaders. I would like to know more details on this to see the connection more explicitly.

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"There is an “Ivy League” culture (& worship of the written word). It feels like communication is valued if it is done in one specific way"

# data[].attributes.subject
"There is an “Ivy League” culture (& worship of the written word). It feels like communication is valued if it is done in one specific way"

# data[].attributes.body
I was surprised to see it. Would forms of communication would be better?

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Need to have a more structured and transparent process with hiring, pay, promotions, etc.

# data[].attributes.subject
Need to have a more structured and transparent process with hiring, pay, promotions, etc.

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BIPOC staff feeling singled out: Several BIPOC staff mentioned that there is almost an overemphasis on what they say and do. That it feels disingenuous or like trying too hard

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BIPOC staff feeling singled out: Several BIPOC staff mentioned that there is almost an overemphasis on what they say and do. That it feels disingenuous or like trying too hard

# data[].attributes.body
How do we balance the need to hear from staff of color with this overemphasis that leads to feeling singled out? What is necessary to have opportunities for voice that feel genuine and not forced?

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There is a desire for there to be a less goal oriented structure in place alongside the goal setting practices

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There is a desire for there to be a less goal oriented structure in place alongside the goal setting practices

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What do alternatives look like?

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Inconsistency in pathways for advancement: There are some levels within the organization that don’t see opportunities for growth. Staff named that there is work to do in the talent policies to be able to support growth, success and promotion at all levels

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Inconsistency in pathways for advancement: There are some levels within the organization that don’t see opportunities for growth. Staff named that there is work to do in the talent policies to be able to support growth, success and promotion at all levels

# data[].attributes.body
How do we reconcile this with the fact that we are a small org where growth is based on org need and financial health at any given moment in time? Are "growth" and "success" defined only by promotions, or are/should we be thinking about different ways to grow and succeed?