Articles
The plan was developed using best practices that can be applied to any trail network, including taking an inventory of existing physical conditions, engaging with non-traditional audiences to gain their perspective about trails, and working with local community organizations to identify solutions to address user needs.
Rather than thinking of it as a trade-off between compassion and accountability, think about how you can combine the two. Here are eight steps managers can take to meet goals while also being caring.
Stereotypes and racial bias in hiring and promotion are damaging at personal, career, and organizational levels.
Sian Wu lays out nine critical questions to ask before embarking on a multicultural communications project, and offers tips for goal setting, development, partnerships, research, execution and creative.
Watch a conversation exploring the history and trajectory of radical Black Women’s activism and organizing around racism, sexism, and homophobia.
Racial equity tools are designed to integrate explicit consideration of racial equity in decisions, including policies, practices, programs, and budgets. It is both a product and a process. Use of a racial equity tool can help to develop strategies and actions that reduce racial inequities and improve success for all groups.
The Coalition for the Delaware River Watershed has put together a Diversity, Equity, Inclusion and Justice (DEIJ) Messaging & Social Media Guide. It is a resource to help and guide organizations in talking about DEIJ and different environmental topics. The messages and tips below are evergreen; they are not about one specific event or holiday and can be used throughout the year.
Stereotypes and racial bias in hiring and promotion are damaging at personal, career, and organizational levels.
Rather than thinking of it as a trade-off between compassion and accountability, think about how you can combine the two. Here are eight steps managers can take to meet goals while also being caring.
This guide is for managers looking to build (more) supportive and functional relationships with their staff. We believe that relationship-building is a core competency for effective management (equitable, sustainable, and results-driven). This means that even though it’s a two-way street, it’s the manager’s responsibility to drive and prioritize the work of relationship-building.