Now accepting applications for HR & Equity Learning Cohort
/We have consistently heard from our partners that there is a desire for more tactical next steps in their equity journey, specifically in regard to HR. Focusing on internal human resource practices can immediately impact and building equity into an organization’s DNA.
To this end, BHT is excited to launch a 6-month HR & Equity Learning Series to provide practical assistance to partners. The series will help organizations facilitate systems change by embedding equity principles into their HR practices.
Commitments and Schedule
Cost: Free!! BHT is covering the facilitator costs for this first cohort from funds allocated for equity technical assistance. We are pleased to be able to offer this training series at no charge for our partners.
Participation: This series is intended for senior leaders and decision-makers within an organization, such as EDs, CEOs, and HR staff. We ask for a commitment to attend all six learning sessions.
Schedule: Starting in May, the inaugural cohort of 6-8 organizations will meet once a month (last Thursday) for 2 hours. Also offered is an optional 1-hour Q&A session between each learning session for more individual and in-depth learning.
Scroll down to see the series details below for session descriptions and dates. BHT will send calendar events out to staff from participating organizations.
Agreement: We ask that all participating staff from an organization sign this training agreement before the series launches.
To Participate
We are hosting this first cohort to gauge interest in equity-based series like these. Our hope is to have 6-8 organizations participate.
Because of the limited size of this cohort, we are asking all interested organizations to fill out a short application. Applications are due by May 5. We recognize this is a short timeline. The goal is not perfection or to create a competitive application. We expect folks to take 30-40 minutes to fill this out.
The information collected will enable us to see where your organization is on its equity journey and the processes for making internal policy changes. The information will also help to tailor the curriculum. BHT and our facilitators want to ensure we have a collection of partners that will help enhance the learning process.
We will base decisions on assessing applications both individually and collectively. The following four areas will be rated between 1-4.
Organizational goals or strategic initiatives incorporate equity and anti-racism.
Organization’s progress on equity journey.
Organization’s reasons and interest in training.
Organization’s willingness and ability to change HR processes and policies.
Timing
4/27 Application opens
5/5 Application closes
5/10 Applicants notified of the decision
5/28 First session!
Questions?
For questions regarding this training, contact Kim Brinkmann at kim@betterhealthtogether.org.
Series Details
Sessions
Session 1: Introduction and Overview to HR Equity
Thursday, May 27 • 1-3pm
Q&A Session | Wednesday, June 9 • 11am-12pm
Description: Human Resource work can be a powerful arena for an organization to live its values. When this is in alignment with equity, transformation is possible. Everyone benefits when diversity and inclusion are at the center of HR. This workshop will be a high-level review of areas within HR to increase equity, live your organization’s values and better serve your community. To support that, we use our Employee Equity Arc, which identifies steps throughout the entire employee lifecycle. We can create a working environment that is fulfilling, empowering, and successful.
Topics:
Equity Leadership Skills in the Context of Power and Privilege: communication skills, relationship-focused and centered on cultural humility
HR lifecycle: job posting, hiring, on-boarding, performance evaluation, retention, stay/exit interview
Independent and small group audit of your current practices within the Employee Equity Arc
Session 2: Hiring and On-boarding
Thursday, June 24 • 1-3pm
Q&A Session | Tuesday, July 13 • 1-2pm
Description: Hiring is one of the most important, expensive, and time-consuming areas of need within an organization. This training will center equity and explore best practices for a truly transformational hiring process that, in turn, will support healthy retention.
Topics:
Job description: Reducing and managing for bias in writing one, what skills to prioritize that does not reinforce white supremacist norms, and where to post
Interview: How to make this process a valuable learning journey for both the client and the organization while acknowledging privilege
On-boarding: Setting the new hire and the organization up for success in a process that is both thorough and thoughtful in light of power dynamics
Sessions 3 & 4: Performance Evaluation and Retention
Thursday, July 29 • 1-3pm
-and-
Thursday, August 26 • 1-3pm
Q&A Sessions: Thursday, August 12 • 11am-12pm -and- Thursday, September 9 • 11am-12pm
Description: Oppressive dominant norms have clouded our ability to support staff to their fullest and highest selves while also doing work in excellence. Managing staff invites leadership into integrity by building skills around communication and responsive guidance within an understanding of power and privilege.
Topics:
Whose standards of success are being valued and maybe even overvalued?
Retaining staff of color in a mostly or all white organization
Two things white managers need to unlearn to lead staff of color better
Nuts and bolts of performance evaluations
Session 5: Employee Handbook
Thursday, September 30 • 1-3pm
Q&A Session: Wednesday, October 13 • 12:30-1:30pm
Description: Often a document that gathers dust on the shelf or lives in a computer file that no one can find, the employee handbook can be a living document that demonstrates how you live your mission internally. Our goal is for your handbook to be a ‘page-turner,’ where staff read it and respond with ‘I get to work somewhere that cares about me this much?!’
Topics:
Pushing the legal edges for equity and inclusion
Short term and low stakes changes to implement now that will show your commitment to equity to staff
Long term and possible changes that could have budget implications that would be a more significant investment into advancing equity
Session 6: Pay Equity
Thursday, October 28 • 1-3pm
Q&A Session: Thursday, November 11 • 12-1pm
Description: Paying people anything but a healthy wage is wage theft. Our industry has historically and currently undervalues staff and exploits the goodwill of those wanting to serve their communities. This dynamic has been a setup from the origin story of philanthropy and the classist nature of mission-driven work. Let’s create a better way.
Topics:
Know your value and commit to valuing others in real dollars
Identifying operational gaps that lead to salary discrepancies
Best practices to promote pay transparency
Facilitators
Andrea Paull, M.Ed., of AP Consulting, has been facilitating workshops centered on racial equity, building cultural capacity and transformation for the past 15 years, and has dedicated her life to supporting leaders who are committed to creating extraordinary results towards an equitable world. She has worked with Seattle University, United Way, Forum for Theological Exploration, Everett Community College, YMCAs of Snohomish County, and Treehouse, among others.
Andrea has worked in the education sector for 15 years, five of those focused on HR equity, and previously worked in the banking and real estate industries. She earned her Bachelor’s degree in Economics from the University of Washington, Seattle, and her Master’s in Education from Western Governors University.
Andrea is a Filipina immigrant currently residing in the greater Seattle area with her husband and two children.
Fleur Larsen, of Fleur Larsen Facilitation, began facilitating 20 years ago on challenge course programs with youth and adults. Her style is based on sharp analysis, flexible thinking, joy, and purposeful results. Her work is relationship-based, with connection, collaboration, and community as integral elements to reach goals.
Currently, she works with several corporate and nonprofit groups facilitating retreats, trainings, and workshops in addition to one-on-one coaching.
Fleur’s work as a Seattle-based facilitator is focused on equity, social justice, diversity and inclusion, team building, emotional intelligence, experiential education, and community development.