Racism: Racism = race prejudice + social and institutional power Racism = a system of advantage based on race Racism = a system of oppression based on race Racism = a white supremacy system Racism is different from racial prejudice, hatred, or discrimination. Racism involves one group having the power to carry out systematic discrimination through the institutional policies and practices of the society and by shaping the cultural beliefs and values that support those racist policies and practices. Source: “What Is Racism?” − Dismantling Racism Works (dRworks) web workbook. (2021)

Racial Equity as a process and outcome As an Outcome: We achieve racial equity when race no longer determines one's socioeconomic outcomes; when everyone has what they need to thrive, no matter where they live. As a Process: We apply racial equity when those most impacted by structural racial inequity are meaningfully involved in the creation and implementation of the institutional policies and practices that impact their lives. What is Racial Equity? (2021, March 13). Race Forward. https://www.raceforward.org/about/what-is-racial-equity How does Racial Equity Benefit Everyone? Developing a network of government focusing on racial equity is critically important to getting to different outcomes in our communities. The goal must be beyond closing the gap; we must establish appropriate benchmarks that lift up all populations while paying close attention to those often excluded. Implementing strategies to “close the gaps” from this perspective has been called “targeted universalism,” meaning improvements for all groups. Advancing equity moves us beyond just focusing on disparities. Deeply racialized systems are costly and depress outcomes and life chances for all groups. For instance: Although there are a disproportionate number of youth of color who do not graduate from high school, there are many white students as well. We have seen strategies that work for youth of color also work better for white youth, a truly systemic approach. Disproportions in the criminal justice system are devastating for communities of color, most specifically African-American men, but are financially destructive and unsustainable for all of us. Dramatically reducing incarceration and recidivism rates and reinvesting funds in education can work to our collective benefit. When voting was/is constrained for black and brown voters, low-income white voters are also likely to be excluded. During the period of poll taxes and literacy tests, more eligible whites were prohibited from voting than blacks. The goal is not to just eliminate the gap between white people and people of color, but to increase the success for all groups. Racial equity develops goals and outcomes that will result in improvements for all groups, but the strategies are targeted based on the needs of a particular group. Systems that are failing communities of color, are actually failing all of us. Targeted universalism will increase our collective success and be cost effective. Source: Why Working for Racial Equity Benefits Everyone. (2017, January 5). Government Alliance on Race and Equity. https://www.racialequityalliance.org/about/our-approach/benefits/

Competitive Advantage - Demographics of workforce & customer base are changing. Forward-looking organizations adapt to meet the needs of the future. Increased Profitability - Organizations in the top quarter for racial and ethnic diversity were 33% more likely to outperform their peers. Decreased turnover - Isolated employees increase workplace turnover. Turnover increases the cost of hiring, and onboarding which slows productivity. AREI helps you understand your customers better. We help eliminate barriers to participation for customers which ultimately increases your bottom line. "In the case of ethnic and cultural diversity, our business-case findings are equally compelling: in 2019, top-quartile companies outperformed those in the fourth one by 36 percent in profitability, slightly up from 33 percent in 2017 and 35 percent in 2014. " "At companies in the fourth quartile for both gender and ethnic diversity, the penalty was even steeper in 2019: they were 27 percent more likely to underperform on profitability than all other companies in our data set." "The companies in the top quartile for gender diversity were 15 percent more likely to have financial returns that were above their national industry median, and the companies in the top quartile for racial/ethnic diversity were 35 percent more likely to have financial returns above their national industry median Companies in the bottom quartile both for gender and for ethnicity and race are statistically less likely to achieve above-average financial returns than the average companies in the data set (that is, bottom-quartile companies are lagging rather than merely not leading). In the United States, there is a linear relationship between racial and ethnic diversity and better financial performance: for every 10 percent increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes (EBIT) rise 0.8 percent. Racial and ethnic diversity has a stronger impact on financial performance in the United States than gender diversity, perhaps because earlier efforts to increase women’s representation in the top levels of business have already yielded positive results. In the United Kingdom, greater gender diversity on the senior-executive team corresponded to the highest performance uplift in our data set: for every 10 percent increase in gender diversity, EBIT rose by 3.5 percent. While certain industries perform better on gender diversity and other industries on ethnic and racial diversity, no industry or company is in the top quartile on both dimensions. The unequal performance of companies in the same industry and the same country implies that diversity is a competitive differentiator shifting market share toward more diverse companies. Source : Layton, D., & Prince, S. (2021, March 12). Why diversity matters. McKinsey & Company. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters

White Supremacy: The idea (ideology) that white people and the ideas, thoughts, beliefs, and actions of white people are superior to People of Color and their ideas, thoughts, beliefs, and actions. While most people associate white supremacy with extremist groups like the Ku Klux Klan and the neo-Nazis, white supremacy is ever present in our institutional and cultural assumptions that assign value, morality, goodness, and humanity to the white group while casting people and communities of color as worthless (worth less), immoral, bad, and inhuman and “undeserving.” Drawing from critical race theory, the term “white supremacy” also refers to a political or socio-economic system where white people enjoy structural advantage and rights that other racial and ethnic groups do not, both at a collective and an individual level. Source:“What Is Racism?” − Dismantling Racism Works (dRworks) web workbook. WHITE SUPREMACY CULTURE -Culture reflects the beliefs, values, norms, and standards of a group, a community, a town, a state, a nation. White supremacy culture is the widespread ideology baked into the beliefs, values, norms, and standards of our groups (many if not most of them), our communities, our towns, our states, our nation, teaching us both overtly and covertly that whiteness holds value, whiteness is value. It teaches us that Blackness is not only valueless but also dangerous and threatening. It teaches us that Indigenous people and communities no longer exist, or if they do, they are to be exoticized and romanticized or culturally appropriated as we continue to violate treaties, land rights, and humanity. It teaches us that people south of the border are "illegal." It teaches us that Arabs are Muslim and that Muslim is "terrorist." It teaches us that people of Chinese and Japanese descent are both indistinguishable and threatening as the reason for Covid. It pits other races and racial groups against each other while always defining them as inferior to the white group. White supremacy culture is reflected in the current realities of disproportionate and systemic harm and violence directed towards BIPOC people and communities in all aspects of our national life – health, education, employment, incarceration, policing, the law, the environment, immigration, agriculture, food, housing. For example, white supremacy culture is reflected in the current reality that 22 percent of Black households, 18 percent of Latinx households, and 9 percent of white households do not have enough food. One in 7 of our children go to bed hungry. This means that our culture accepts this level of hunger and food insecurity as “normal.” If we did not, we would not allow it. We would not allow any of the ways in which our society prioritizes profit over people if we did not have dominant cultural beliefs that make normal what is deeply and alarmingly inhumane.

What can I expect during the executive coaching process? Meet for initial consult Review and sign the agreement Pay the invoice Schedule coaching session dates Purchase learning materials Receive Portal Log in The Empress Rules Transformational Process begins Capacity is expanded. Wisdom, knowledge and consciousness are increased. Option to sign for additional sessions at the original rate What if I want to terminate before the total number of sessions is completed? The client may terminate services as anytime, however the fee is non-refundable.

What is Empress Rules’ Strategic Planning Process? Meet for initial consult Submit proposal Review and sign the agreement Pay non-refundable retainer fee Schedule meetings, workshops and Executive Coaching dates Identify Goals and Scope of Work Customize Engagement Strategy Customize Racial Equity Audit The Empress Rules Transformational Process begins Findings Presentation Empress Rules Repair Process AREI Plan Next steps Celebration and Closing Appreciation Circle Invoices paid monthly

What is included in your foundational workshops? Community Building Activities Experiential Learning Activities Implicit Bias Anti-racist vocabulary Developing a shared history Racial Autobiography reflections, homework, and actions