EdFuel’s blog on all things talent.
Mary Mason’s DEI Spotlight: DEI Practices at Salesforce
This month we’re going to explore the importance of a clarified purpose and focus when seeking to move the needle around issues of diversity, equity, and inclusion. We’ll be drawing on a best practice from Salesforce, a leading CRM platform, that employs 25,000+ people across the world and was voted the World’s #1 Best Place to Work and one of the top 20 Best Workplaces for Diversity in 2018 by Fortune.
The Salesforce Challenge: Pay gaps and workplace equality
In 2015, Chief Personnel Officer Cindy Robbins first raised the issue of a pay gap between men and women at Salesforce by bringing it to the attention of CEO Marc Benioff. Upon further analysis, Salesforce also identified compensation discrepancies by race and ethnicity and a gender opportunity gap at the highest levels of leadership. Salesforce identified a need to remedy the pay inequities, but also to focus on workplace equality more broadly.
The Salesforce Solution: Clarified Focus on What Matters
The company curated a special report The Impact of Equality and Values Driven Business which examined their diagnosis and solution, noting , “A new business model for companies is emerging — one that calls for companies to expand their purview beyond profit, adopt a holistic approach to societal impact, and actively work toward achieving workplace equality.”
To create true change, Salesforce recognized that a financial commitment without vision and accountability wouldn’t move the needle. Instead, they have explicitly defined what they mean when they discuss “workplace equality” in their statement on their website: [Read more]
Raven’s Cross-Sector DEI Spotlight: Urban Planning
This month we’re going to explore the interplay between innovation and equity, drawing on a best practice from the field of urban planning. An article from the Urban Institute notes, “We can’t assume that technological innovations will benefit everyone equally. Intentional design for equity should involve inclusive processes and rethinking business practices to target efforts to marginalized communities.”
The Urban Planning Challenge: Creating an Equitable Bikeshare Model
According to the article, when Philadelphia decided to introduce a citywide bikeshare model, they engaged a committee of community members representing different neighborhoods and asked residents to vote on where the bikes should be placed. Despite this approach for equitably distributing the bikes, another challenge arose. Even though the bikes were accessible, some Philadelphians couldn’t ride them! Residents who didn’t know how to ride a bike or possess a credit card needed to reserve one were unable to benefit from the bikeshare racks in their neighborhoods.
The Urban Planning Solution: Invest in Differentiated Implementation
Upon further evaluation, the city decided to offer bike riding and safety lessons and found a way to issue cash vouchers. Both solutions required additional time and investment, but were necessary to achieve, or begin to achieve, their goal of equity. Neither would’ve come to fruition without ongoing reflection, a high bar for equity and continued community engagement.
You Say Summer, We Say… School Leader Evaluation!
Sarah Morgan, Kelly Gleischman, Carrie Irvin
July 10, 2019
Happy summer, everyone! You may be thinking about pools and popsicles, but when the end of the school year rolls around, we are reminded that it’s time to evaluate the head of your school! (Well, ok, we think caps and gowns too.) One of the most important responsibilities of the board of a public charter school is to evaluate the Head of School. Boards are ultimately responsible for the academic, operational, and financial health and success of the school, yet they do not (and should not!) manage the day-to-day operations of the school, hire the staff, or teach the students. When you sit in the governance seat, the Head of School evaluation process is the board’s most powerful opportunity to exercise effective oversight and hold the school accountable for academic, financial, and operational success.
However, this is really hard! Board members aren’t at the school every day, and most of them have, in fact, never run a school. It can be difficult to gather enough data in a timely way to really know what’s working and what’s not. Plus, board members are busy! We hear from many of our partners that boards often struggle to conduct a professional, thorough, comprehensive evaluation that provides a clear and accurate picture of how well the leader is performing in their job, and that gives the leader actionable, timely feedback on their strengths and areas for growth.
Register Today! Join EdFuel’s 2019-20 Peer Learning Community Cohorts in Washington D.C.
June 27, 2019
Join us for an 8-month in-person peer learning community designed to accelerate education leaders who are change agents for the future
Each school year, EdFuel offers Peer Learning Communities (PLCs) that are designed to allow participants to dive deeply into various themes and functional areas. In monthly sessions, participants convene with one of our expert facilitators to share their experiences and raise problems of practice with peers in order to identify potential solutions.
PLCs are held in-person in Washington D.C. on a monthly basis from September 2019 to April 2020. They run for approximately 2.5 hours during the business day. Past participants include but are not limited to, teachers, school leaders and individuals working in education-focused non-profit organizations.
This upcoming school year, the following three PLC sessions will be offered…[Read more]
You Can’t Claim To Care For Your People and Ignore Their Mental Health
June 13, 2019
“I need a vacation from my vacation.” I’ve heard this phrase from friends and colleagues and have experienced the pain of enjoying time off only to be bombarded by the work of catching up once I return to work. This year, I was determined that wouldn’t be the case. A few weeks ago, my family road tripped to my grandparents beachside hometown in Puerto Peñasco, Mexico to celebrate my brother’s 30th birthday. It was a celebratory and restorative break, and I returned feeling refreshed and ready for the work ahead.
In order to avoid that “needing a vacation from my vacation”, I created a Must-Do list that was essential in helping me identify and prioritize high-impact actions that would allow me to enjoy vacation while positioning me for success upon my return. For me, that list included completing all the work I would need for the first week back from vacation, clearing my inbox, cleaning the apartment, removing perishables from the refrigerator, and running countless loads of laundry.
Your list may be different, and to help get you started before you head out on vacation (or staycation!), the team at EdFuel has compiled their personal and talent-related Must-Do action items. Check out our list below! [Read more]
Check out our some of our other posts below!
Mary Mason’s DEI Spotlight: DEI Practices at SalesforceSeptember 4, 2019
Raven’s Cross-Sector DEI Spotlight: Urban PlanningJuly 30, 2019
You Say Summer, We Say… School Leader Evaluation!July 10, 2019
Register Today! Join EdFuel’s 2019-20 Peer Learning Community Cohorts in Washington D.C.June 26, 2019
Contribute to Talent Talks!
Have a resource, problem of practice, or story that might be useful for others to learn about? Reach out to us at email@example.com to let us know if you’re interested in contributing to Talent Talks, EdFuel’s blog on all things talent. We look forward to hearing from you!