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NewBridge is Dedicated to Diversity Equity and Inclusion

Shared racial equity values among the Core Team include: 

·        Human connection and the importance of relationships

·        Compassion 

·        Awareness of oppression

·        Growth, humility & the desire to learn more

This work will require courage and a willingness to dismantle white supremacy and act outside of personal and organizational comfort zones.

Core team vision statement: 

NewBridge will actively promote antiracism in our organization and our community to reduce racial and socioeconomic disparities through our daily work with older adults.

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The DEI CORE TEAM

The NewBridge DEI Core Team is a primary leadership team responsible for designing, coordinating, and organizing racial equity plans and activities across the organization. The goal of the Core Team is to reach and engage all levels of the organization—and every employee—in using a racial equity framework (analysis, tools, and strategies) in their daily work and routine decisions. The work of racial equity is critical to the mission of any organization that truly wishes to engage and serve all of its constituents fully and fairly. By doing so, organizations can move from being passively part of the problem to actively part of the solution.

 

Our Work With The Nina Collective

In partnership with the nINA Collective (nINA), NewBridge has launched an organization-wide transformation towards becoming an anti-racist organization.

Through this transformation, nINA commits to work towards:

  1. Deconstructing current inequitable systems

  2. Decolonizing patterns that reinforce racism and oppression

  3. Collaborating across differences

  4. Co-creating new equitable systems, structures, and ways of working

nINA is a consulting cooperative whose team members represent a variety of socioeconomic, geographic, and professional backgrounds. nINA’s mission is through modeling that another way is possible, we transform, support, and create systems and structures that are built around racial equity. We believe in building relationships and a shared understanding of the current mission, vision, and organizational values of our partners. Our shared work includes connecting these foundational ideas to the work of racial equity and inclusion.



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Discussion with Carl Grant

NewBridge had the privilege of engaging in a thought-provoking discussion with Professor Carl Grant on the complex and critical topic of race. Professor Grant is a distinguished scholar whose expertise spans education, sociology, and diversity, equity, and inclusion (DEI) initiatives. With a career dedicated to advancing social justice and equity in educational settings, Professor Grant brings a wealth of knowledge and insight to conversations surrounding race relations and systemic change.

Professor Carl Grant is a Professor Emeritus in the School of Education at the University of Wisconsin-Madison, where he has made significant contributions to the fields of multicultural education and critical race theory. His research focuses on understanding and addressing the intersections of race, class, and gender in education, with a particular emphasis on empowering marginalized communities and fostering inclusive learning environments.

 

NewBridge Staff Reads White Fragility

“In more than twenty years of running diversity-training and cultural-competency workshops for American companies, the academic and educator Robin DiAngelo has noticed that white people are sensationally, histrionically bad at discussing racism. Like waves on sand, their reactions form predictable patterns: they will insist that they “were taught to treat everyone the same,” that they are “color-blind,” that they “don’t care if you are pink, purple, or polka-dotted.” They will point to friends and family members of color, a history of civil-rights activism, or a more “salient” issue, such as class or gender. They will shout and bluster. They will cry. In 2011, DiAngelo coined the term “white fragility” to describe the disbelieving defensiveness that white people exhibit when their ideas about race and racism are challenged—and particularly when they feel implicated in white supremacy. Why, she wondered, did her feedback prompt such resistance, as if the mention of racism were more offensive than the fact or practice of it?”

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