Educational Equity Newsletter – October 8, 2020
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Fiercely and equitably advocating for your team
Think of the best manager you’ve ever had. What made them amazing?
Maybe they challenged you, gave great feedback, and saw your potential. Chances are, they also communicated clearly that they had your back.
Especially across lines of racial difference, knowing that your manager will advocate for you and perceiving fair and equitable treatment from your manager is critically important to building and protecting trust. The opposite, perception of unfair treatment, is cited as a top reason high-performing BIPOC team members (and others underrepresented in your organization) jump ship.
Five places to focus your advocacy include:
Pay and title
Are your people paid competitively for the work they do? Do their titles reflect their responsibilities? Is this true specifically for BIPOC colleagues, as compared to white colleagues in the same role and with similar experience?
Is the project load tasked to your team reasonable? If not, how can the work be reprioritized? Are there patterns across your team around whose work is tenable and whose isn’t (women being tasked with “bonus work” beyond their job, for example)?
Treatment from leaders and colleagues
Are there leaders or colleagues that are treating your team members unfairly or getting in the way of their progress? Particularly when challenges exist with people in leadership roles, take an active role in getting these issues resolved ASAP.
Organizational equity issues
Are there organizational decisions, policies, or ways of working that adversely impact BIPOC staff on your team or others with less formal power in your organization? How can you seek their perspective on what would be better, and then use your power to advocate for them?
The best managers aren’t just the most organized or the most clear—they are also managers that define success in their role as how supported and enabled their team feels to achieve the success they know is possible. By being a fairer and more consistent advocate, you create the conditions for your team members to both feel you have their back and deliver well consistently.
We’ve switched to credit card-only training registrations!
As of September 30, TMC has switched over to credit card-only registrations. Credit cards allow for one-step registration, faster refunds, and fewer emails so that you can focus on changing the world. To learn more about this change, including what to do if your school or organization cannot pay by credit card, check out our FAQ.
People of Color & Indigenous Cohorts
Managers and staff who are people of color and/or indigenous often face unique issues within their organizations while navigating the intersections of race, class, gender, and other identities. These cohorts create space to discuss and offer support around the challenges of being folks of color in progressive and social justice organizations, and to share practices that can help folks of color thrive.
- Monday, November 30th (12:00-3:00 PM ET)
- Tuesday, December 1st (12:00-3:00 PM ET)
- Wednesday, December 2nd (12:00-3:00 PM ET)
- Thursday, December 3rd (12:00-3:00 PM ET)
- Friday, December 4th (12:00-3:00 PM ET)
- Monday, December 9th (11:00-5:00 PM ET)
- Tuesday, December 10th (11:00-5:00 PM ET)
- Tuesday, December 17th (4:00-5:00 PM ET)
- Wednesday, October 14th (11:00-5:00 PM ET)
- Thursday, October 15th (11:00-5:00 PM ET)
- Friday, October 30th (4:00-5:00 PM ET)
We also have TMC scholarships for our POCI Cohorts available upon request that can partially or fully cover the cost of the training if needed. You can request a scholarship by emailing our POCI Cohort Coordinator, Ebony, at firstname.lastname@example.org.
Need more support?
Email us at email@example.com to ask about our coaching and training services for leaders in the education sector. We look forward to hearing from you!