How do we balance grief, anger—rage, even—with an obligation to move forward? To DO something, be of use, and not let this become “just two more” in an endless string of violent gun massacres?
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Like so many, we are still processing what it means that people all over America are about to lose a right they’ve exercised - despite varying degrees of burden - for nearly 50 years.
We are processing what it means that, for the first time in U.S. history, a constitutional right is being taken away instead of added—by five people with decision-making power over millions, whose voices, needs, and lived experiences they don’t begin to represent or seem to understand.
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Was it never really about democracy, after all? Or was it only about democracy for some?
If you have been watching this past year, you know that democracy in America is not less at risk but more, even with Trump out of office.
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What if, I couldn’t help but imagine—because I’ve been steeped in thinking about the Equity Sequence™ and its relevance to the most pressing forms of inequality weighing on the world today—what if those with decision-making power had truly applied Equity Sequence™ thinking and Equity Sequence™ questioning in drafting the Glasgow Climate Pact?
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What 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.
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We’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.
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For 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.
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Individuals 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.
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Despite 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.
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Imagine this--every time you get onto the subway you become paranoid. You make sure not to stand next to the line, in case someone feels inclined to push.
You distance yourself from others if they stare too long. These were some of the thoughts Muslim Canadian Sahresh Tabrez had before deciding to remove her hijab.
We are acting on, in a more intentional way, our desire to be a hyper-collaborative organization that amplifies the work and voices of individuals and entities working toward the same goal of, you know, just changing the world.
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We describe The Collaborative as "exceptional professionals working to advance equity and justice through their areas of expertise and contributing their wisdom, insights, data and analysis to the Content Platform, which, in turn, amplifies their voices."
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What problems do SaaS leaders experience when it comes to D&I?
Why does diversity and inclusion remain an unsolved issue?
How do businesses that get to a clear “Why diversity matters to our business?” increase effectiveness?