July 29, 2022

Cultivating Inclusion and Belonging

At Berkeley Haas, we believe in supporting and respecting the personal experiences, values, and worldviews that arise from differences of culture and circumstance. These differences include race, ethnicity, gender, age, religion, language, ability, sexual orientation, gender identity and expression, socioeconomic status, nationality, immigration status, and more. We work together as a community to develop Equity Fluent Leaders who understand the value of different lived experiences and courageously use their power to address barriers, increase access, and drive change for positive impact.

This library of resources is a collection of articles, podcasts, and videos–with a focus on Race and Ethnicity–sourced from class readings, students, and faculty to provide helpful and educational information to alumni regardless of where they are in their DEI journey. The content below is by no means an exhaustive history or current circumstance of any group.

Course content

116 Lessons

Why is DEI Important to Business Leaders??

While the social and ethical motivations to practice Equity Fluent Leadership are significant, there are also tangible business reasons to do so. In fact, advancing equity and inclusion has become an economic imperative. Understanding the benefits of building and managing diverse teams is crucial to the success of any leader. Start with the first link to review some of the commonly cited studies on the topic, and click through the rest as interested.

Historical Context for the Idea of Race?

A lot of the racial literature and information out there is about the effects and consequences of race, but there’s little around the concept of race and its origins. Start here if you’re curious about how race came to be and what (and who) determine an individual’s race.

History of Racial Discrimination in the US?

Unfortunately, the US has a long history of racism that extends far beyond what is taught in school and includes much more than racial discrimination against African Americans. Knowing our history is a critical component for understanding racial inequities and structural racism. Because slavery and the continued discrimination against African Americans is such a defining aspect of America today, that section is more robust than the others below. However, it is our hope that in future iterations of this library, other sections will include more content to highlight the racial discrimination faced by other communities of color. Note: This section is broken up by race according to the US Census bureau. We recognize these buckets are not ideal but this is intended to be a starting point and we hope to disaggregate further in later iterations.

Race in the US Today?

While slavery and Jim Crow are things of the past, structural or systemic racism disadvantages people of color in almost every aspect of life. If you’re unfamiliar with this phrase, this is a great section to start with. As business leaders, it’s crucial to understand the institutional forces that permeate every industry: Healthcare, Banking, FinTech, Real Estate, Education, Cannabis, and many more. While systemic racism accounts for discrimination at the institutional level, people of color also face discrimination at the individual level, known as interpersonal racism. This can be intentional or unintentional, but the impact on people of color is largely the same. Read below about stereotypes and microaggressions to learn more about this harmful and covert form of racism. Scroll to the personal stories to see the effect these systems have had on real people today - maybe some who are similar to you, and others who are not.

Race-Related Issues Around the World?

While this library focuses on race related issues in the US, this is far from being the only country that actively discriminates against people based on race.

Language Matters?

Not sure what words to use or what terms mean, then review these documents to help you find the appropriate words. If you’re afraid you might say something offensive, explicitly mention that you’re struggling to use the right words and ask for guidance. If you’re offended by some language, try calling that person in (rather than calling them out) by asking them to clarify what they meant.

Material Includes

  • Podcasts, Videos, and Readings
Modules: 116
Alumni: Open to all alumni
Free: Powered by the Haas Fund