COMMITTEES Professional Development
SCHOOL NUTRITION ASSOCIATION ARTICLE RE-SHARE
AFTER RAISING AWARENESS ABOUT INEQUITIES AND THEIR CAUSES , DO THOSE IN POSITIONS OF AUTHORITY CARE ENOUGH TO DO SOMETHING ABOUT IT? “ ”
STRATEGIES FOR ADDRESSING THE PROBLEM
In short, does the organization know how to tackle the problem effectively? Actionable strategies should be concentrated in three distinct categories: personal attitudes, informal cultural norms and formal institu- tional policies.
SKIP THE Assumptions As with many other facets of life, fostering equity is really about listening to and partnering with your team, Boney says, adding, “It’s about asking what they need versus assuming what they need.” When you know what each individual needs, then you can work jointly with them to determine the resources that will help them achieve success. “Ultimately, there’s this sort of myth that if you treat everyone ‘the same,’ the cream rises to the top,” Anand surmises, shooting down this inaccurate perception. “People have different experiences in life. They come from different backgrounds, and in order to get people to the same starting line, you sometimes have to treat people differently. It’s not that you’re treating people differently in order to give them an undue advantage. You’re treating people differently based on their circumstances so there’s a level playing field. And then, yes, whomever is best will succeed.” eSN
e-newsletter and provide them with a gift card to their choice from a curated list of local businesses. What’s the Difference? “We always assume that people want to be appreciated publicly, and that’s not necessarily the case,” Boney explains. An equitable appreciation policy takes the individual’s needs and preferences into account. Instead of flowers (what if they’re allergic?), some might appreciate a cup of their favorite specialty coffee or a free sandwich from a popular chain. “It’s really about connecting with and finding out how people want to be valued,” Boney adds. FOLLOW THE Steps Robert Livingston, social psychologist and a faculty member of Harvard University’s John F. Kennedy School of Gov- ernment, is author of The Conversation: How Seeking and Speaking the Truth About Racism Can Radically Transform Individuals and Organizations. In it, he lays out a strategy for promoting equity (specifically, racial equity) in the work- place. Using the acronym PRESS , it consists of five stages that he says organizations must move through in a sequential manner:
department policies and practices. In part, this is because many leaders are still caught up in ensuring equality without addressing equity. Remember, equality means giving everyone the same resources across the board, while equity requires giving individuals the specific resources that will allow them to be successful. Consider two more real-world examples: Scenario #1 Everyone on your staff needs and deserves professional development opportunities, but not everyone can take advantage of these due to a variety of factors. Equal Solution: All employees are eligible to attend SNA national conferences, and the school district will pay the registration fee for one event per year. Employees are responsible for covering their own travel expenses, however. Equitable Solution: In addition to the solution above, employees should have access to a variety of virtual opportunities or inhouse training programs. For example, employees could be compensated for the time it takes them to complete the School Nutrition Foundation’s self-paced LEAD to Succeed™ no-cost training program, webinars or other close-to-home professional development. Similarly, the amount of the registration fee to an SNA meeting could be applied to an appropriate course offered by a local college. What’s the Difference? Employees may not be in a position to take advantage of out-of-town training opportuni- ties. They might not have the finances to pay for their travel expenses, or they may not have access to childcare. Ensuring equity means making certain that team members have multiple opportunities for professional development. Scenario #2 Employees do their best work when they feel valued, and you make it a personal practice, as a leader, to ensure that each staff member receives an identical form of official recognition and gratitude when they exceed an objective standard of performance. Equal Solution: Whenever an employee clearly performs above and beyond expectations, you acknowledge them publicly at the monthly staff meeting and present them with a bouquet of flowers. Equitable Solution: When a staff member goes above and beyond, you reward them in a manner that you have confirmed they are comfortable with, providing a token gift that costs a standard, pre-set amount. For example, you might confirm that you can recognize their achievement in a staff
SACRIFICE As with “empathy,” the real barrier, Livingston says, isn’t figuring out “What can we do?” but rather, “Are we willing to do it?”
Anand has developed her own multi-pronged approach to addressing DEI efforts. These include transformational leadership, metrics and accountability and “compelling rationales for change.” At the top of that list is a widespread commitment to the belief that DEI efforts will benefit the organization—that “it’s good business, too.” Without com- pelling reasons for making changes, she adds, 70% of these efforts fail.
Kelsey Casselbury is School Nutrition’s senior editor.
PROBLEM AWARENESS Even people who recognize societal inequities may be unable to see how these manifest themselves and affect their own team.
ROOT-CAUSE ANALYSIS Managers often think that racism and resulting inequities are related only to individual people rather than broader policies or cultural practices that have been baked into the workplace. Typically, it’s not about “fixing” employees; it’s about reforming overarching cultures.
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Join us for the School Nutrition Event of the Year!
EMPATHY After raising awareness about inequities and their underlying causes, do those in positions of authority, as well as other stakeholders, care enough to do something about it?
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JULY 10-12, 2022 ORLANDO, FLORIDA
OPENING KEYNOTE: Duncan Wardle Former Head of Innovation & Creativity at Disney
Registration opens March 10!
anc.schoolnutrition.org
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SUMMER 2022
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