2020 Program Topic:
Philanthropy

The ways we use and create evidence can help structural racism to reproduce itself. And we are accountable.

"Why Am I Always Being Researched?” began as Chicago Beyond’s letter to ourselves, drawn from our own steps and missteps. Chicago Beyond examined our own practices and behaviors in funding, and in how research is conducted. We noticed more and more how the structures we use to find what works to improve communities may be negatively impacted by the same power dynamics that have propped up systemic injustice. The framework has strengthened our work and the work of many others— from philanthropies to research institutions to nonprofits organizing within their institutional structures to shift practices. The presenters will share learnings from using “Why Am I Always Being Researched?” to challenge orthodoxy in research and evaluation where it does not line up with community needs.

This session will: (1) Introduce the framework of “Why Am I Always Being Researched?”; (2) Share how we and other institutions across philanthropy, research and nonprofits have operationalized it; (3) Lead an active session to equip participants with the tools to recognize faster and more often where the evidence is hiding inequities; and (4) Facilitate participants identifying practical shifts in their work.

Organizations are being called, more than ever, to respond to the elevated tensions and increased awareness of structural racism. In this session, we will discuss the role of an organizational learning agenda to build capacity and strengthen partnerships to have greater success in implementing your organization’s equity strategy. Often the reality hits that implementing an equity strategy means real change not just for the organization and leadership, but how people interact with each other day-to-day, moment-by-moment. We will share our approach to using an organizational learning agenda to foster a strong culture around continuous improvement as a process to build bridges across differences and still be able to name the root causes of inequities. An organizational learning agenda can provide the opportunity to create a more comprehensive learning and evaluation system to measure, maintain, and strengthen organizational diversity, equity, and inclusive strategy effectiveness. We will share our approach to using an organizational learning agenda to foster a strong culture around continuous improvement as a process to authentically address the root causes of inequities while building bridges across difference and accelerating progress. In this interactive session, we invite you to apply the process to your work.