Larry Mahl

Last but certainly not least, our third key issue facing Our New York City Dance: Justice, Equity and Inclusion are Still Lagging The dance workforce still doesn’t reflect NYC demographics with lacking representation from BIPOC, older generation, and disabled dance workers. Many of our dance entities are not implementing justice, equity, inclusion, and access policies and practices (either due to capacity or lack of priority), and among us, those from historically disinvested communities are not adequately resourced or engaged across all levels of the workforce including leadership. Organizations centering BIPOC dance practices have more limited financial resources than genres of ballet, contemporary, and modern. How do we get to just, vibrant & diverse? Consider how we fit into larger systems, how we engage in community and day-to-day, plus urging stakeholders with influence to act. Discover insights in our Issue 3 Primer to understand the data and take action to drive change for Our New York City Dance at https://ow.ly/ZgaU50RC3KO

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The Children’s Equity Project and New America partnered together in this report to propose a new framework for #elementaryeducation that builds on, and is informed by, previous foundational efforts, centered on #children and the ways we know children learn, and disrupting well-documented, historically rooted, and contemporarily entrenched biases in learning systems. Read it here: https://lnkd.in/gPfZp2YC

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The Children’s Equity Project and New America partnered together in this report to propose a new framework for #elementaryeducation that builds on, and is informed by, previous foundational efforts, centered on #children and the ways we know children learn, and disrupting well-documented, historically rooted, and contemporarily entrenched biases in learning systems. Read it here: https://lnkd.in/gPfZp2YC

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In 2024, over 40.2 million people with disabilities are estimated to be eligible to vote. Today, the U.S. Election Assistance Commission – in partnership with Rutgers University – released a new report examining how the Help America Vote Act (HAVA) has impacted the voting experiences of voters with disabilities since enacted in 2002. Key findings include voter turnout for those with disabilities has INCREASED and accessibility barriers have DECREASED over the last 20 years. Learn more, including what work remains in “Voting Experiences Since HAVA: Perspectives of People with Disabilities” https://lnkd.in/eanfgQrt

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"Are we making progress toward our DEI goals?" Many DEI leaders attempt to "move the needle," as we like to say, but measuring (and understanding) the impact of your DEI initiatives can be challenging. Here are some common outcomes you might find: 🔍 No change: It could mean your interventions haven't had enough time, or you need to reevaluate your approach. 🔍 Ineffective interventions: Sometimes, the chosen actions don't target the core issues and you need to go back to the drawing board. 🔍 Data issues: Flawed analyses can distort the real progress, if any, that’s being made. It's important to revisit everything from data collection methods to interventions, and who participated in them. Unsure where to begin? Our Inclusalytics Consulting Package may be just what you need. Want to learn more? Reach out today: https://lnkd.in/g7jA9_h8 . . . #dei #workculture #inclusion

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A recent report shares how five organizations exemplify different approaches to Connected Arts Learning, from working with communities and helping young people speak out through art. In our latest podcast episode, two musicians discuss how they are using the report to engage young people and help them discover their identities and communities. https://bit.ly/3vjjvMI

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A recent report shares how five organizations exemplify different approaches to Connected Arts Learning, from working with communities and helping young people speak out through art. In our latest podcast episode, two musicians discuss how they are using the report to engage young people and help them discover their identities and communities. https://bit.ly/3vjjvMI

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A recent report shares how five organizations exemplify different approaches to Connected Arts Learning, from working with communities and helping young people speak out through art. In our latest podcast episode, two musicians discuss how they are using the report to engage young people and help them discover their identities and communities. https://bit.ly/3vjjvMI

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REPORT REVEALS NYC GOVERNMENT PAYS WOMEN OF COLOUR LESS THAN WHITE AND MALE COLLEAGUES The report shows city employees who identify as Black, Latino, or Asian earn an average of 84 cents for every $1 that white city employees make. For gender-related disparities, for every $1 that white male city workers make, other city employees only make 82 cents on average. Women of colour make up over two-thirds of the overall racial pay gap among government employees. Between the 2018 and 2021 fiscal year, women of colour received the smallest increase in their pay gaps with white male workers—up 3.8% or less. “In contrast, white female employees, Black or African American male employees, and male employees who identify as Other race/ethnicity saw the largest reduction of their pay gap over this period,” the report reads. The Department of Citywide Administrative Services (DCAS), NYPD, and FDNY were highlighted as the agencies with the largest racial/ethnic pay gaps. Between ABHLO (Asian, Black or African American, Hispanic or Latino and Other Race/Ethnicities) and white employees, DCAS has the largest pay gap, with a difference of $28,065.16. The first responder agencies come in second place with pay differences of $24,539 and $27,766, respectively. The Department of Environmental Protection (DEP) and the Department of Transportation (DOT) also ranked as agencies with large racial pay gaps, with DEP’s difference at $16,089.52 and DOT’s difference at $15,716.20.

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The Long Island Hate and Bias Prevention Regional Council invites you to attend ERASE Racism's free two-part interactive, anti-racist training for educators, parents, and community members. This two-part training will take place in person on Wednesday, May 15th and Thursday, June 13th 5:30-8:30 pm. We recommend participants register for both dates: https://lnkd.in/gGnPW7ha This training will be in-person at The Holiday Inn Express, Montauk Room 1707 Old Country Road, Riverhead, NY 11901. Please see details of the training series below: Members to Understand & Unravel Racism: • Learn about the origins of race and racism in America • Develop a foundational language and understanding regarding racism, bias, prejudice, & discrimination • Understand the impact and legacy of Structural Racism on Long Island • Identify and understand your racial identity and consciousness • Develop skill-building in conflict resolution and disrupting discrimination Part 1, May 15th: Understanding & Unraveling Racism This interactive and engaging experience will facilitate participants learning about the origins of race and racism in the US and begin to recognize themselves within systems of oppression. Participants will develop a shared language, definitions, and an understanding of the intersectionality of racism and foundational concepts of oppression. Gaining this fundamental understanding will allow participants to show up more authentically in their personal and professional life and examine and develop their racial consciousness and identity. We will create an action plan based on unlearning/learning and build on the foundation of understanding & unraveling racism with a specific emphasis on housing and education. Come learn about the connections between historical racism, structural racism, and its devastating impact on modern-day Long Island. Part 2, June 13th: Navigating Conflict: Having Difficult Conversations A continuation of ERASE’s learning series, in this training you will build on the knowledge from Unraveling Racism to learn how to participate in challenging conversations about race, inequity, and diversity. Participants will learn thoughtful and restorative practices to navigate conflict. During this training, participants will identify their conflict archetype, unpack how their identity and socialization have contributed to their approach to conflict, and discern how to approach conflict in a way that honors their and others’ humanity.

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The Long Island Hate and Bias Prevention Regional Council invites you to attend ERASE Racism's free two-part interactive, anti-racist training for educators, parents, and community members. This two-part training will take place in person on Wednesday, May 15th and Thursday, June 13th 5:30-8:30 pm. We recommend participants register for both dates: https://lnkd.in/gGnPW7ha This training will be in-person at The Holiday Inn Express, Montauk Room 1707 Old Country Road, Riverhead, NY 11901. Please see details of the training series below: Members to Understand & Unravel Racism: • Learn about the origins of race and racism in America • Develop a foundational language and understanding regarding racism, bias, prejudice, & discrimination • Understand the impact and legacy of Structural Racism on Long Island • Identify and understand your racial identity and consciousness • Develop skill-building in conflict resolution and disrupting discrimination Part 1, May 15th: Understanding & Unraveling Racism This interactive and engaging experience will facilitate participants learning about the origins of race and racism in the US and begin to recognize themselves within systems of oppression. Participants will develop a shared language, definitions, and an understanding of the intersectionality of racism and foundational concepts of oppression. Gaining this fundamental understanding will allow participants to show up more authentically in their personal and professional life and examine and develop their racial consciousness and identity. We will create an action plan based on unlearning/learning and build on the foundation of understanding & unraveling racism with a specific emphasis on housing and education. Come learn about the connections between historical racism, structural racism, and its devastating impact on modern-day Long Island. Part 2, June 13th: Navigating Conflict: Having Difficult Conversations A continuation of ERASE’s learning series, in this training you will build on the knowledge from Unraveling Racism to learn how to participate in challenging conversations about race, inequity, and diversity. Participants will learn thoughtful and restorative practices to navigate conflict. During this training, participants will identify their conflict archetype, unpack how their identity and socialization have contributed to their approach to conflict, and discern how to approach conflict in a way that honors their and others’ humanity.

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Exploring the Strong Black Woman Schema (SBWS): a cultural expectation portraying Black women as resilient caregivers 🙌🏿 Our course on this topic aims to understand the paradoxical phenomenon, describe its role and associated challenges, and assess the short- and long-term effects on mental health. Our goal is to help you identify interventions to enhance the quality of life of Black women ✨ Enroll to learn more: https://lnkd.in/gHMn4_7m #Resilience #BlackWomen #InclusiveHealers

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#ICYMI: Region 1 Comprehensive Center's most recent blog shares how the new Vermont #Literacy Playbook bridges the gap between policy and practice and acts as both an implementation guide and toolkit. The playbook includes evidence-based practitioner tools that draw upon strategies to cultivate early literacy skills from the Institute of Education Sciences' What Works Clearinghouse. #edchat Read about local literacy plans, how the playbook is organized, and its history with Vermont Agency of Education: https://lnkd.in/ecyga2Ec

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“Equity-centered design is the practice of involving diverse communities throughout planning and implementation, to allow their voices to impact solutions to the inequity at hand”. Too many leaders build programs without the input or perspectives of those for whom they are designing for. That’s okay if you want to build a stand alone program full of inequity, but when designing programs to advance equity, it requires that you build with people and not for people. Let’s normalize including employee voices, perspectives and ideas of all backgrounds, experiences, and levels at the “table”. It is a part of my practice and should be a part of yours too! https://lnkd.in/ehB7Dem5 #edi #programdesign #equity #equitydesign #inclusivedesign

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