Demos Levels of Racial Equity Practice by Position
Junior-level staff (Intern, Assistant, Associate, Accountant, and Coordinator-level) positions must include the following:
- Interested in Racial Equity. You are interested in expanding your analysis and knowledge about the role that racial inequity plays in our society, and are committed to building and/or deepening your commitment to racial justice work.
Mid-level staff (Manager, Campaign Strategist, Policy Analyst, Counsel, Designer) positions must include the following:
- Understand Racial Equity. You have a demonstrated understanding of the role that racial inequity plays in our society and in movement-building, and have demonstrated an ability to effectively manage across difference.
Senior-level staff(Senior Manager, Senior Campaign Strategist, Senior Counsel, Economist, Senior Policy Analyst) positions must include the following:
- Working for Racial Equity. You consistently integrate your deep understanding of key racial equity concepts into work projects and interactions by addressing structural implications and disproportionate impacts of policies, activities, and decisions on race, class and other group identities within the context of job responsibilities and projects.
Director and Associate Director-level positions must include the following:
- Leading on Racial Equity: You have a sophisticated understanding of how race dynamics impact supervisory relationships, organizational culture, partnerships, campaigns and coalition work, and can demonstrate a history of successfully intervening in problematic dynamics and deepening a racial justice approach within an organization, team, or campaign.
Executive-level positions must include the following:
- Movement Building with Racial Equity. Along with the above, you are pushing movement partners and allies to incorporate racial equity into their work and are crafting and leading Demos ’ internal racial equity transformation effort.
Demos Racial Equity Interview Questions
For phone screens, for all candidates:
- In 2014, Demos began a long-term and ongoing internal effort to transform our integration of racial equity into our work and organization. This process involves all staff and every facet of the organization and incorporates comprehensive intellectual and interpersonal learning curricula aimed to help us negotiate the challenges that encompass this ambitious mission. While this work centers issues of race and ethnic identity, additional intersections critically inform our development–gender, sexuality, physical ability to name a few. Our intensive learning curriculum for all staff has focused on such issues as the history and construct of race; levels of racism; color-blind racism; group dynamics; dominant and subordinated group identities; white privilege; implicit bias; and, so on. We now require that staff demonstrate benchmark racial equity competencies and practices, as reflected in job descriptions and annual reviews. As you hear this, what impressions come to mind, and how might you envision yourself engaging with this process?
- What is your perspective on the state of racial equity in the United States?
For 1st round interviews, for all candidates:
- As you heard in the phone screen, Demos has elevated the issue of racial equity in all of our work. A very important component of racial equity is thinking about, and making changes to, how we work together. In particular, we have explored the concept of group dynamics and the concepts around dominant and subordinated group identities. For me personally, I have explored how my [XXX] identity influences my interactions with others. Within that context, in thinking about your own dominant identity (ies), what is your experience working effectively across subordinated identity groups? What comes to mind when thinking about working across race, culture, gender, class, sexual orientation, language differences?
For 1st round interviews, for SLC-level positions:
- As a senior leader at Demos, you will be expected to identify and effectively navigate challenging racial dynamics both internal and external to the organization. What specific professional experiences can you name that speak to this requirement? In giving one or a few examples, please set up the situational dynamics; detail your individual roles and action steps; summarize the outcomes–whether positive or otherwise; and tell us the lessons you learned.
- What is your opinion regarding the strengths and weaknesses of the progressive movement on the issue of racial equity? How do you feel progressives have functioned within this space?
- 1. As we learned with the PBS documentary, our racial categories were themselves political creations to support the economic and political system of slavery: http:// www.pbs.org/race/000_About/002_04-background-02-09.htm