Los Angeles County Arts Commission Cultural Equity and Inclusion Initiative Literature Review

This literature review is intended to investigate and provide background information on how others have addressed the question of improving "diversity in cultural organizations, in the areas of their leadership, staffing, programming and audience composition", both through academic research and practitioner experience. The literature lends these concepts into a division by slightly different categories, as follows: Boards of Directors in Arts and Culture Organizations The Arts and Culture Workforce Audiences and ProgrammingAudiences and programming are closely intertwined in the literature, and thus are combined in this report. Culturally specific arts organizations and their potential contribution to diversity, cultural equity and inclusion in the arts ecology emerged as a potentially powerful but not yet fully understood set of actors, so this topic was added as a fourth section in this report: Culturally Specific Arts OrganizationsThe report begins with a background discussion on diversity, cultural equity and inclusion in arts and culture, and it concludes with a series of broad lessons that emerged from the literature that apply to all four of the areas identified by the Board of Supervisors in their motion

Carbon Free Boston: Social equity report 2019

OVERVIEW: In January 2019, the Boston Green Ribbon Commission released its Carbon Free Boston: Summary Report, identifying potential options for the City of Boston to meet its goal of becoming carbon neutral by 2050. The report found that reaching carbon neutrality by 2050 requires three mutually-reinforcing strategies in key sectors: 1) deepen energy efficiency while reducing energy demand, 2) electrify activity to the fullest practical extent, and 3) use fuels and electricity that are 100 percent free of greenhouse gases (GHGs). The Summary Report detailed the ways in which these technical strategies will transform Boston’s physical infrastructure, including its buildings, energy supply, transportation, and waste management systems. The Summary Report also highlighted that it is how these strategies are designed and implemented that matter most in ensuring an effective and equitable transition to carbon neutrality. Equity concerns exist for every option the City has to reduce GHG emissions. The services provided by each sector are not experienced equally across Boston’s communities. Low-income families and families of color are more likely to live in residences that are in poor physical condition, leading to high utility bills, unsafe and unhealthy indoor environments, and high GHG emissions.1 Those same families face greater exposure to harmful outdoor air pollution compared to others. The access and reliability of public transportation is disproportionately worse in neighborhoods with large populations of people of color, and large swaths of vulnerable neighborhoods, from East Boston to Mattapan, do not have ready access to the city’s bike network. Income inequality is a growing national issue and is particularly acute in Boston, which consistently ranks among the highest US cities in regards to income disparities. With the release of Imagine Boston 2030, Mayor Walsh committed to make Boston more equitable, affordable, connected, and resilient. The Summary Report outlined the broad strokes of how action to reach carbon neutrality intersects with equity. A just transition to carbon neutrality improves environmental quality for all Bostonians, prioritizes socially vulnerable populations, seeks to redress current and past injustice, and creates economic and social opportunities for all. This Carbon Free Boston: Social Equity Report provides a deeper equity context for Carbon Free Boston as a whole, and for each strategy area, by demonstrating how inequitable and unjust the playing field is for socially vulnerable Bostonians and why equity must be integrated into policy design and implementation. This report summarizes the current landscape of climate action work for each strategy area and evaluates how it currently impacts inequity. Finally, this report provides guidance to the City and partners on how to do better; it lays out the attributes of an equitable approach to carbon neutrality, framed around three guiding principles: 1) plan carefully to avoid unintended consequences, 2) be intentional in design through a clear equity lens, and 3) practice inclusivity from start to finish

SPEC Kit 356 Diversity and Inclusion

Today, diversity is defined beyond racial and ethnic groups and includes gender, sexual orientation, ability, language, religious belief, national origin, age, and ideas. The increase of published literature about cultural competencies, microaggressions, and assessment of diversity issues, as well as the inclusion of social justice movements in libraries, suggests diversity-related activities have increased and evolved over the last seven years. Over this time span, several libraries have obtained funding to support strategies to increase the number of minority librarians on their staff and support their advancement within the organization. There also appears to be an increase in the number of diversity or multicultural groups at the local, state, and national levels. However, these changes have not been consistently documented. Therefore, it is important to re-examine this topic to evaluate the impact of evolving endeavors, to see if more ARL libraries are involved, to see how diversity plans have changed over the years, and to document the current practices of research libraries. The main purpose of this survey was to identify diversity trends and changes in managing diversity issues in ARL libraries through exploring the components of diversity plans and initiatives since 2010, acknowledge library efforts since the 1990s, provide evidence of best practices and future trends, and identify current strategies that increase the number of minority librarians in research libraries and the types of programs that foster a diverse workplace and climate. The survey was conducted between May 1 and June 5, 2017. Sixty-eight of the 124 ARL member institutions responded to the survey for a 55% response rate. Interestingly, only 22 of the respondents to the 2010 SPEC survey participated in this survey, but this provides an opportunity to explore the diversity and inclusion efforts of a new set of institutions in addition to seeing what changes those 22 institutions have made since 2010. The SPEC Survey on Diversity and Inclusion was designed by Toni Anaya, Instruction Coordinator, and Charlene Maxey-Harris, Research and Instructional Services Chair, at the University of Nebraska-Lincoln. These results are based on responses from 68 of the 124 ARL member libraries (55%) by the deadline of June 12, 2017. The survey’s introductory text and questions are reproduced below, followed by the response data and selected comments from the respondents. The purpose of this survey is to explore the components of diversity plans created since 2010, identify current recruitment and retention strategies that aim to increase the number of minority librarians in research libraries, identify staff development programs that foster an inclusive workplace and climate, identify how diversity programs have changed, and gather information on how libraries assess these efforts

Kresge Foundation 2010-2011 Annual Report

Contains an introduction to Kresge's strategy; board chair's letter; president's letter; foundation timeline; program information; grant summary, including geographic distribution; grants lists; financial summary; and lists of board members and staff

Summer learning experience for girls in grades 7–9 boosts confidence and interest in computing careers

Academic exposure to computer science, encouragement to study computer science, and connecting personal interests to computing areas influence women to pursue degrees in computer science. Guided by these recommendations, we designed and offered a summer learning experience for girls in grades 7--9 in summer 2016. The goal of the program was to improve girls\u27 perceptions of learning computer science through academic exposure in the informal setting of a girls-only summer camp. In this paper we present a study of the girls\u27 perceptions of CS learning. Four constructs were used to develop pre- and post-survey items: computing confidence, intent to persist, social supports, and computing outcomes expectations. The camp appeared to have positively influenced the girls on two of the four constructs, by improving computing confidence and positive perceptions of computing careers

Creating Change through Arts, Culture, and Equitable Development: A Policy and Practice Primer

Across the nation, artistic and cultural practices are helping to define the sustainability of urban, rural, and suburban neighborhoods. In the design of parks and open spaces; the building of public transit, housing, and supermarkets; in plans for addressing needs for community health and healing trauma; communities are embracing arts and culture strategies to help create equitable communities of opportunity where everyone can participate, prosper, and achieve their full potential. And artists are seeing themselves -- and being seen by others -- as integral community members whose talents, crafts, and insights pave the way to support community engagement and cohesion."Creating Change through Arts, Culture, and Equitable Development: A Policy and Practice Primer" highlights both promising and proven practices that demonstrate equity-focused arts and culture policies, strategies, and tools. The report describes the role of arts and culture across the nine sectors below. Within each policy chart there are goals, policies, and implementation strategies that can help achieve communities of opportunity. These policies have yielded such outcomes as: support for Native artists in reservation-based cultural economies, the creation of a citywide cultural plan, engaging low-income youth of color in using digital media, and efforts to address redevelopment, employment, food access, and environmental justice

Attracting and Retaining Women in the Transportation Industry

This study synthesized previously conducted research and identified additional research needed to attract, promote, and retain women in the transportation industry. This study will detail major findings and subsequent recommendations, based on the annotated bibliography, of the current atmosphere and the most successful ways to attract and retain young women in the transportation industry in the future. Oftentimes, it is perception that drives women away from the transportation industry, as communal goals are not emphasized in transportation. Men are attracted to agentic goals, whereas women tend to be more attracted to communal goals (Diekman et al., 2011). While this misalignment of goals has been found to be one reason that women tend to avoid the transportation industry, there are ways to highlight the goal congruity processes that contribute to transportation engineering, planning, operations, maintenance, and decisions—thus attracting the most talented individuals, regardless of gender. Other literature has pointed to the lack of female role models and mentors as one reason that it is difficult to attract women to transportation (Dennehy & Dasgupta, 2017). It is encouraging to know that attention is being placed on the attraction and retention of women in all fields, as it will increase the probability that the best individual is attracted to the career that best fits their abilities, regardless of gender

Proceedings From the First Annual Researcher/Practitioner Forum: The State of Research on Diversity in Philanthropy

This report summarizes the discussions that took place at the first annual Researcher/Practitioner Forum which was held on September 27 and 28, 2007 at El Pomar Foundation's Penrose House conference facilities in Colorado Springs, CO. The Forum was co-sponsored by the Council on Foundations, ARNOVA and the Foundation Center and was made possible by a grant from the Lumina Foundation. The first annual Researcher/Practitioner Forum brought together 25 researchers and foundation representatives to discuss the state of research on diversity in philanthropy

Transcendence over Diversity: black women in the academy

Universities, like many major public institutions have embraced the notion of ‘diversity’ virtually uncritically- it is seen as a moral ‘good in itself’. But what happens to those who come to represent ‘diversity’- the black and minority ethnic groups targeted to increase the institutions thirst for global markets and aversion to accusations of institutional racism? Drawing on existing literature which analyses the process of marginalization in higher education, this paper explores the individual costs to black and female academic staff regardless of the discourse on diversity. However despite the exclusion of staff, black and minority ethnic women are also entering higher education in relatively large numbers as students. Such ‘grassroots’ educational urgency transcends the dominant discourse on diversity and challenges presumptions inherent in top down initiatives such as ‘widening participation’. Such a collective movement from the bottom up shows the importance of understanding black female agency when unpacking the complex dynamics of gendered and racialised exclusion. Black women’s desire for education and learning makes possible a reclaiming of higher education from creeping instrumentalism and reinstates it as a radical site of resistance and refutation

Equality in Health: An Annotated Bibliography With Resources on Health Disparities and Cultural and Linguistic Competency

Provides citations for articles, reports, books, and online resources on racial/ethnic disparities in health and health care, strategies to reduce them, assessment tools for cultural and linguistic competency, training and education, and other issues