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Provide opportunities for JFF staff to practice putting concepts into action that relate to advancing racial equity. I think staff would respond well and benefit from simulation style learning.

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I believe we are well positioned to do this work because naming and discussing racial equity is a deeply held organizational value

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Challenges exist internally and externally. Internally, as evidenced by variance in eNPS, and externally in sense the JFF's overall commitment to racial equity now exists within a more politicized context

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Continuing to intentionally elevate and prioritize discussion racial equity

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Strengths: Overall the organization is racially diverse when looking at aggregate numbers

Challenges: As reflected in the Pulse Survey, groups experience JFF differently. Individuals who identify as AANHPI have historically reported lower eNPS than other racial groups.

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Strengths: Team is racially diverse

Challenges: We have experienced had incidents of racialized micro aggressions between team members

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I think the climate is generally conducive.

Important to have tangible recommendations and next steps.

Important to continue to address poor performance, upleveling expectations around quality execution of work, and strong accountability.

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Wide differences in staff experience according to eNPS scores (for example: Black employees score positive, while pan-Asian employees score negative)

Still building culture of feedback. Subset of this: looking at instances where staff of color are not receiving actionable feedback. (Are there situations where white managers hesitant to give constructive feedback to staff of color?)

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Strong progress over past 5 years:

strong P+C capacity

effective DEIAC

launch of ERGs

publishing of external DEI report

equity reviews

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Strengths: Racially diverse organization. Strong racial diversity across "levels" of the organization (coordinator to C suite).

Staff are very mission aligned and (generally) inclined to center DEI practices and mindsets.

Challenge: remote environment. still building a culture of feedback.

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Strengths: Team is racially diverse. Strong team norms and intentional approach to the work and collaboration.

Challenge: history of microagressions.

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without full / complete exposure to org at this stage (2 months in), hard to answer. Perception is that we have a diverse staff with strong P&C function to support increased racial diversity from both recruitment and retention POV...

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strengths in racial diversity across department, esp. with BP and Design, Digital and PM functions. Some diversity in MCLG, with recent additions. Challenge in Editorial function (5 staff, all white)

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For easy reference, these are the learning outcomes.

By the end of this capacity-building initiative, JFF staff should be able to…

Understand the historical context and significance of racial equity within the broader social justice movement, JFF's North Star, and its impact on current organizational practices.

Recognize and address implicit bias and its manifestations in the workplace, using strategies to prevent and interrupt biases in interactions and decision-making.

Develop and apply strategies for creating an inclusive culture that addresses racial inequities, promoting practices that support equity and inclusiveness within teams and across the organization.

Apply an intersectional lens to DEIBW practices, understanding how different aspects of identity (e.g., race, gender, sexuality) intersect and impact employee experiences.

Demonstrate effective allyship, particularly white allyship in addressing racial issues, and differentiate between intent and impact while taking accountability for actions.

Identify and mitigate various forms of microaggressions, employing techniques to address and reduce their effects in the workplace.