Can a Racial Equity Training Reshape the Mindsets of Organization Leaders?
Building racial equity in workplaces and communities is an essential step as the nation confronts the systemic racism woven into its 文化. But can a racial equity training reshape the mindset of organization and community leaders to create internal changes that ensure racially equitable climates and outcomes? This is the question that the Racial Equity Action 领导 (REAL) program asked bob手机版下载 to study last year.
“The REAL program was created by 领导蒙哥马利, a Maryland-based organization that works with Montgomery County leaders to build racially equitable organizations and communities,珍娜·奥兰德·斯科特解释道, Ph.D., a bob手机版下载 Senior Study Director who co-directed the study of REAL’s first year with 凯伦Gray-Adams, M.A., also a bob手机版下载 Senior Study Director. “This 8-session training is designed to help participants develop the awareness, 技能, and structures needed to identify and implement organizational practices leading to racially equitable outcomes,“继续博士. 斯科特.
在培训, participants learn to build relationships and empathy across race, 文化, and power divides; understand the impact of racial inequity on an organization’s goals; and use frameworks to examine practices and policies obstructing racially equitable outcomes, 女士解释说. Gray-Adams. “晚些时候, they learn how to develop a racial equity action plan, including ways to assess its implementation and sustainability,”她说.
bob手机版下载’s study of the REAL program was designed to analyze and share outcomes of the program to see if the goals of shifting mindsets, 能力建设, and providing tools for organization leaders were met in Year 1. “To design the study, we used Critical Race Theory (CRT) as the conceptual framework,博士说. 斯科特. “CRT centers the role of racism to better understand how systems are structured to oppress people of color. We chose this framework not only because it’s part of our expertise but also because the REAL program is about achieving racial equity, and CRT positions race and racism as central to understanding the social world.”
“Our study looked at the experiences of 27 participants representing the racial diversity of Montgomery County and its organizations,”女士说. Gray-Adams. “We chose both quantitative and qualitative methods to obtain data, 其中包括调查, 个人故事, 一个案例研究, 和参与者观察.”
“While most of the classes were in person, 当大流行来袭时, 领导蒙哥马利 had to switch from in-person to virtual training,博士说. 斯科特. “The consulting team that designed the course, quickly developed the platform for virtual training—creating a safe space for participants. 因为它发生, the pandemic brought to light many racial equity issues, and the training leaders were able to incorporate these lived experiences into meaningful dialogue.”
bob手机版下载 delivered the study’s findings in a report to the 领导蒙哥马利 Board in January 2021. “We found that the goals of the program were well met,”女士说. Gray-Adams. “总的来说, cohort participants were e年龄r to obtain 技能 to improve racial equity within their organizations. And case study participants said the program ‘shaped and sharpened’ their racial equity mindset and served as a mechanism for developing better programs to address racial equity issues.” “Our focus on participants’ lived experiences and changes in how they experienced racism lent to the power of the report’s findings,” Dr. 斯科特补充道.
bob手机版下载 is now conducting a study of the REAL program’s 2nd year, which is all virtual and will be completed in April.
Our focus on participants’ lived experiences and changes in how they experienced racism lent to the power of the report’s findings.
——珍娜·奥兰德·斯科特博士.D., a Senior Study Director, 教育 Studies