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Truth, Racial Healing & Transformation ™ (TRHT) is a comprehensive, multi-year national and community-based process to bring about transformational and sustainable change. Through TRHT, the Foundation (WKKF) partners with and supports local efforts to address the historic and contemporary effects of racism in communities and institutions. They work to replace the deeply held belief system that fuels racism with one that sees the inherent value of all people. TRHT communities engage in narrative change, racial healing and relationship building as part of an approach that undergirds efforts to transform society through the dismantling of institutional racism by specifically addressing separation, law, and the economy. WKKF engaged over 170 national partners in 2015 and 2016 and, with them, developed and piloted the TRHT framework and process. The following year WKKF provided grants to plan and implement TRHT to fourteen communities across the country. Each community determined its priorities and course of action in implementing the TRHT framework. This resource shares key insights and learnings from the experiences and ongoing work of those communities.
The Strategic Communication Planning Hub by the W.K. Kellogg Foundation is a free online resource that provides valuable tools and insights for strategic communication planning. It includes guidance on content writing, digital strategies and tactics, message development, communication strategies for change and more. It also features an interactive tool where you can build your own communication plan.
This case study is part of the W.K. Kellogg Foundation's Expanding Equity program, which helps workplaces become more racially equitable places of opportunity. The program supports and inspires companies to take action using four pillars: Attract, Belong, Promote and Influence. Each pillar offers unique opportunities for advancing racial equity, diversity and inclusion in companies. This case study lifts up actions from the Influence pillar, which focuses on advancing racial equity through a company's products, services or relationships externally.At Beacon Capital Partners, having a workplace that prioritizes diversity, equity and inclusion (DEI) means being intentional with choosing external business partners who share those same values. The firm recognized that United States' real estate industry as a whole is an overwhelmingly White, male-dominated business. They initially looked at its recruitment practices to expand their DEI efforts. In doing so, they learned that creating a space of inclusion and belonging went beyond recruiting practices and should also include all the firm's functional engagements. The firm works with numerous vendors and suppliers in its work and saw an opportunity to expand business partner diversity by working with firms holding Minority Women Disadvantaged Business Enterprise (MWDBE) certification and increasing its total spend on diverse vendors and suppliers at its properties. This led Beacon Capital to pilot its business partner diversity initiative, which lead to an increase in their total property spend on diverse vendors and suppliers from about 4% of controllable operating expense spending with diverse business partners in the pilot properties in 2017 to around 27% of controllable operating expense spending in 2022.
Five WKKF grantees share insights about centering racial equity in their organizational structures, practices and operations. Part one takes a look at internal racial equity journeys in a variety of organizations, from a community foundation in Kalamazoo, to a Detroit-based grassroots policy organization focused on maternal health, a national nonprofit focused on professional development for educators, a health service provider in Grand Rapids and a national coalition of breastfeeding-focused organizations.
Five WKKF grantees share insights about centering racial equity in their organizational structures, practices and operations. Part one takes a look at internal racial equity journeys in a variety of organizations, from a local organization serving an Arab immigrant community in Michigan, a Washington D.C. based policy organization focused on juvenile justice reform, a community foundation in greater Buffalo, New York, a nationwide network of service organizations, and a global faith-based organization.
HR Toolkit for Racial EquityThe W.K. Kellogg Foundation's (WKKF) organizational commitment to advancing racial equity, diversity and inclusion has been a multi-decade journey. One area of significant progress is in our human resources (HR) policies and practices. Over the years, leaders and organizations have sought out our HR team to ask about our internal strategies – what we've tried, what we've learned and what actions we are taking as a result of our commitments. WKKF created this toolkit to share our experiences, lessons and recommended tools and resources for implementing racial equity strategies as part of a human resources function. The toolkit complements the foundation's "ONE Journey" publication, which shares the foundation's larger racial equity, diversity and inclusion (REDI) efforts more fully.
The list of W.K. Kellogg Foundation grants approved in October 2023.
After the recent SCOTUS decision on affirmative action in higher education, leaders and organizations are grappling with the potential ripple effects on corporate diversity, equity and inclusion (DEI) efforts in the near and long term. In navigating this moment, leaders can do two things: (1) reground themselves on why their organization is investing in DEI strategies in the first place, and (2) take a look at existing DEI initiatives to understand where they may evolve and continue to create equal opportunities for all. Assessing risk will no doubt be part of the conversation. Yet, with the strong business case for DEI efforts, how can organizations ensure the risks of discontinuing certain DEI efforts are given the same weight as the risks of continuing them? This how-to guide, created through the W.K. Kellogg Foundation's Expanding Equity program, provides a framework for what to consider while charting a path forward as you review and adapt your DEI strategies — all while remaining true to your aspirations for creating more diverse, equitable and inclusive workplaces.
This how-to guide, created through the W.K. Kellogg Foundation's Expanding Equity program, has helpful tips for choosing and refining a DEI governance structure for your organization and offers supporting tools and processes (e.g., metrics, rewards and recognition) that can help make it stick. It uses a sample company called EE Corp — created based on the experiences of Expanding Equity network members — as it establishes its DEI infrastructure. Building this infrastructure is a multi-step process that includes:Part 1:Choosing a governance structureSetting up the structureGetting people involvedAssessing internal challengesRefining the structurePart 2:Defining metricsEstablishing rewardsContinuously improving
The list of W.K. Kellogg Foundation grants approved in September 2023.
This document is the result of surveying 781 families from Battle Creek, Detroit, Grand Rapids and (through a non WKKF funding source) several rural counties. Additionally 105 in-depth interviews were conducted. The families worked with the grantee (Univ of MI) to co-create the policy recommendations in this KP. One of the recommendations is for expanded programs like Double Up Food Bucks - which is an initiative that WKKF has supported for several years. We shared the attached brief with state legislators that we spoke with during Legislative Education Day.
The list of W.K. Kellogg Foundation grants approved in August 2023.
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