Gauge status. Get Centered. Play Bingo!

Thanks to all who joined us last Friday for a lively round of virtual Bingo and to evaluate your organization’s crisis response against experts’ recommendations. Our Bingo Maestro Glen O'Gilvie announced numbers with his unique flair and kept everyone entertained as we eagerly awaited the first shout of “BINGO!” Three games were played, prizes were won, fun was had by all.

Thank you to our sponsors for their expert recommendations and generous support!

Bingo Masters:

Goldin Group     Simple IT Care

Bingo Ambassadors:

Brighter Strategies    Point Made Learning    UST

Congratulations to our winners!

Bingo winners were:

  • Lisa Huffman, Director of Philanthropic Partnerships, Food & Friends (Basket # 2)
  • Carla Camacho, Director, Operations, ERIC The ERISA Industry Committee (Basket #3)
  • Penelope Kyritsis, Assistant Research Director, Worker Rights Consortium (Basket #1)

Raffle winners were:

  • Peggi McGovern, Administrative Manager, Arts for the Aging (Board Basics Registration for One)
  • Katherine Dixon, President, Rebuilding Together (25% off one year of Center membership)
  • Donielle Griffin, Senior Manager, Development, National Breast Cancer Coalition (Signed copy of How to Be an Antiracist by Ibram Kendi)

Tasks by category

Do you:

  1. Cultivate a culture where employees at all levels feel empowered to speak up and respectfully address and challenge the organization's policies and practices, as well as individual microaggressions.
  2. Prioritize education (not just training!) about race and racism. Note: "Prioritize" = money and time. Don't just say DEI is important without carving out the time and resources for employees at all levels (including Leadership!) to learn, listen and work to address concerns.
  3. Avoid "check the box" trainings or online programs. A couple of hours of unconscious bias training is a good start, but it must be followed up with education and other programming that explains where our biases come from, and acknowledges that bias benefits the dominant culture (i.e., unconscious bias trainings should never let people off the hook by saying, "See, everyone has bias").
  4. Acknowledge that DEI work is ongoing, that there are no quick fixes, and you may need to recalibrate. Understand what has held your organization back from prioritizing DEI, and then list the specific reasons you are committing to it now (or continuing in your commitment). You'll need to rely on those reasons when the news cycle and outrage dies down and your resolve gets tested.
  5. Understand that you will not be able to build and maintain diversity without first addressing items 1-4.

If you'd like to learn more or need assistance with any of these steps, please reach out to our sponsor: