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.

Challenge: history of microagressions.

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

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

• strong P+C capacity

• effective DEIAC

• launch of ERGs

• publishing of external DEI report

• equity reviews

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?)

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.

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

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.