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We owe it to the world we’re designing, whether we know it or not, to finally confront the fact that the vast majority of our organizations and institutions have inequality baked in.
Inequality in the DNA.
Black folks know this. Other marginalized and underrepresented groups know this.
It f*cking sucks.
And it is the motherlode of opportunities for reform, for (r)evolution, for re-design, for co-creation.
So, if all it took was the business case. If leaders make their decisions based on ROI and fiduciary responsibility and market value and all the rest of it, why isn’t John the CEO and all the other “John-the-CEOs” pound their fist on the table and declare: “If we don’t have 50/50 gender representation across the ranks of our organization… if we don’t hire and promote all people - regardless of race, gender, etc. - at equal rates… if we don’t create a culture of anti-sexism, anti-racism and so-on… Then people at this company don’t have an equal opportunity to succeed and achieve their full potential. Then - godammit - neither can this company! And that’s not okay!”
Why don’t they?
Read MoreWhat are “dimensions of diversity”? What does region have to do with diversity training? Why bias is so hard to bust (in people). Who holds the keys to solving equity challenges? Why tick-box trainings set you back.
Julie Kratz, host of the Pivot Point Podcast, interviews Tidal Equality’s co-CEO Kristen on these and other topics.
Read MoreMany decision-makers are particularly susceptible in crisis situations to making mistakes and bad decisions due to overconfidence, excessive risk taking, and conscious and unconscious biases of all kinds.
Read MoreOur online spaces are designed in ways that prevent so many people - too many people - from connecting, buying and selling, entertaining, informing, innovating. Their accessibility, or lack thereof, determines whether people have an equal opportunity to access all that the digital world has to offer.
Read MoreSo, let me say again, if your female founder support program (or event or bootcamp or network, or what have you) doesn’t educate women about the gender inequality of the VC ecosystem, you’re setting them up to fail.
Read MoreContrary to popular belief, a good question in an equality context is not one that requires prior knowledge in the terminology of diversity and inclusion. It certainly shouldn’t require a Masters degree in feminist or gender studies to understand it, and shouldn’t require a corresponding thesis to answer it.
Read MoreAsking questions - the right question, first - may be the most effective antidote to resistance around diversity, inclusion and equality, and its biggest aid.
Read MoreWe’ve been driven by the question: How can we empower everyday Changemakers, wherever they live, work, and play?
On the back of years of research, and practice leading a new wave of equity, diversity, and inclusion work, we’re excited to introduce you to the Equity Sequence™ - our evidence-based alternative to bias training.
Read MoreWhen women are expected to do the office housework, that “extra” actually becomes their baseline. The same isn’t true for men. So, when a male colleague declines to take on extra work, no one much cares.
Read MoreFor many in a single-parent family, a broken-down car, scramble to find affordable childcare or break-up of a relationship can trigger the loss of a job, home, and eventually lead to residence at similar temporary housing shelters across the country.
Read MoreWhy do I care? Because (in the US) more than $10B is invested annually, and that’s a LOT OF MONEY. Some of that is public money!
Public money being spent by public schools, public education institutions, health institutions… in many cases, organizations that aren’t flush with the cash that Fortune 500s wield.
Read MoreWe just turned off the switch at some point, because the societal lens skewed and it’s brought us to a point of looking at things upside down.
Yes, humans are complex – neurobiologically we are an amazing species, and we still don’t know everything about what our hugely diverse bodies and brains can do.
Read MoreIndividuals who don’t conform to stereotypical expressions of masculinity or femininity with gender-non conforming identities (transgender being one) are at a greater risk of being victims of GBV.
Read MoreThe charitable sector prides itself on being a force for good, but the reality is that many in our sector suffer from gender-based violence. The statistics are stark.
Read MoreWhen 90% of VCs are male, and 87% of VC funding goes to all-male founding teams, it’s safe to say the popular t-shirts are wrong. The future isn’t female. Or, at least, it isn’t being shaped by women in this regard. It’s certainly not being shaped by women of colour.
Read MoreThe problem is, female founders are sick and tired. They’re tired of the paternalistic pat-on-the-head, and they’ve become numb to hearing bullshit advice OVER AND OVER AND OVER again.
Read MoreThere’s no historical ban or persecution of straight hair, or those who have it. That’s the hair that’s “just hair”. Not mine. My hair was never just hair.
Read MoreDespite the broad support in the room, racism was truly present. That's not a misuse of the word as one of my community members said in a post this morning. It's an accurate reflection of the comments.
Read MoreWe will only see (r)evolution in the world of work, in our communities, in our institutions, when we give ourselves the freedom to imagine new models - new business models, new economic models, new funding models, new leadership models - and stop reinforcing systems, hierarchies, policies, and programs that reinforce the status quo.
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