Global Women's Leadership Network - Pink Paper

WHAT CREDIT UNIONS CAN DO TO CONFRONT RACIAL INJUSTICE AND HARASSMENT #1 Promote diversity at all levels of the organization (gender, race, ethnicity, sexual orientation, etc.) GWLN members state that having people of diverse backgrounds in decision-making positions sends a message that an organization is living up to the credit union cooperative principles. Actionable, measurable, and transparent diversity, equity and inclusion policies and practices send a message that attracting, retaining, and advancing women and people from other diverse groups is a priority. Valuing people of diverse backgrounds (race, gender, ethnicity, sexual orientation, etc.) by promoting them to leadership positions allows credit unions to uphold the dignity of all people while contributing to advancing women’s leadership. #2 Build and reinforce an organizational culture that embraces diversity, equity, and inclusion and does not tolerate harassment of any kind GWLN members observe that most credit unions promote DEI but must do more to build cultures of inclusivity in which harassment based on race, gender, or any other social category is unacceptable. GWLN members say that encouraging participation in employee resource groups/business resource groups can create opportunities for people who have common backgrounds to network and support each other. They suggest that credit unions set up organization-wide platforms for these employee groups to highlight challenges and advocate where continued action is needed. Credit unions can also strongly encourage employees from dominant groups to further their own education about issues of racial and sexual harassment, so the burden of education does not fall on people of color and women. For example, one credit union industry organization sponsored a cross-cultural exchange that paired executive women who are White with Black women who were at earlier stages in their careers. It created space for meaningful exchanges that broadened participants’ understanding of others’ experiences and paved the way for Black women to advance in leadership. WHAT WOMEN CAN DO TO CONFRONT RACIAL INJUSTICE AND HARASSMENT #1 Listen and learn about racism, white privilege, and sexual/racialized trauma GWLN members express a need to understand how racism impacts access to leadership for all women based on intersectional discrimination and privilege. In an era when attention has begun to be paid to racism, white privilege, and the impacts of racialized and sexual trauma, there are no shortage of opportunities for personal learning, such as workshops, books, podcasts, and other resources. GWLN members say that much more is needed as part of promoting leadership of women and other groups in credit unions. #2 Contribute to organizational culture change by making personal commitment to speak up and act against injustice GWLN members advocate for making a personal commitment to speak up and act against injustice, even when it occurs against people with different identities as us. Destabilizing dominance benefits women and people of diverse backgrounds who seek to advance in leadership. Some GWLN members report their leadership journeys were motivated in part by their making a personal commitment to act against injustice. 20 | 2021 GWLN Pink Paper JUSTICE CHALLENGE It can be daunting to speak up against injustice. If we each make a personal commitment to speak up, we will make an impact. How many times can you speak up for justice in the next twelve months, for yourself as well as others? EMPLOYEE RESOURCE GROUPS Credit unions that invest in employee resource groups offer support and space for women and diverse groups to highlight challenges and successes.