DEI Advisory Council Update
Astor’s DEI Advisory Council has been hard at work with the development and implementation of several initiatives to meet our DEI strategic objectives. Over the past 3 and half months, we’ve succeeded at creating an agency DEI statement, adding a question around diversity equity, and inclusion to our hire application, and collaborating with our data department around our customer satisfaction survey questions. We have also begun the roll out of our DEI Supervisory training curriculum, facilitated by Amin Lilley and Raven Maldonado-Brown. The DEI Advisory Council has also been instrumental in the development of the larger DEI curriculum, which will be unveiled in the new year.
Two additional and significant initiatives involve the creation of an agency interview rubric and meaningful feedback systems. The interview rubric will allow hiring managers to reduce bias in the interview process, more appropriately match candidate experiences with required job skills, and gage candidates’ ability to carry out our agency’s core values in their work. After launching our staff engagement survey in the new year, our feedback workgroup will reconvene to analyze data and work with programs around developing feedback systems that will allow for consistent dialogue around program improvements. We look forward to engaging the Astor community in opportunities for much needed reflection, processing, and learning as we move into the new year!
Astor Community Norms for Courageous Conversations
Responsibility to Each Other and to the Courageous Conversation Process
- As colleagues, we commit to engaging in dialogue that will help build the relationships and skills needed to enhance our work together.
- Community members will encourage each other to follow the ground rules below.
- Fully focus on the conversation topic or exercise at hand. Eliminate distractions.
- Share a story, state your opinion, ask a question—risk and grow!
Speak Your Truth
- Value everyone’s thoughts and keep in mind that people are in different places in this work.
- Speak from your own experience, use “I” statements (“I think,” “I feel,” “I believe,” or “I want”)
- Be aware of non-verbal communication.
Listen for Understanding
- Listen without thinking about how to respond.
- Accept that you may feel uncomfortable at times.
- Be careful not to compare your experiences with another person’s. This often invalidates or minimizes a person’s experiences.
- Sometimes it’s necessary to say, “I didn’t realize what I said was inappropriate…or hurt you in that way, I’m sorry,” etc.
Expect and Accept Non-Disclosure
- This is ongoing work that does not necessarily leave a person walking away feeling everything turned out the way they hoped, or that things are ‘finished.’
- Accept that much of this is about changing yourself, not others.
- What is shared here, stays here.
Intention and Impact
- Assume good intentions and also recognize the potential for harmful impact.
- Group members agree that there may be limits to confidentiality.
- Individuals will decide how and when to address and repair negative impact to others.
Additional Ground Rules Agreed to by the Group (optional)
- Will open up to the group during trainings and discussions.
*Adapted from “Courageous Conversations about Race”