We believe that learning is essential to DEIJ work.
So we have pulled together a working archive of some of our favorite readings, activities, media and tips & tools. As we learn about and gather more resources, we will upload them here. You can filter by subject and then resource type below (activities, media, readings, tips & tools).
This article highlights three best practices that white people who are engaged in activism can use to create meaningful relationships with activists from underrepresented groups. That author also provides examples of micro-aggressions they have encountered in their work and common examples of ways white-run organizations exploit people from underrepresented groups. For more read here.
This is a resource designed for journalists that covers offers suggestions around the use of over 200 words and terms used to describe people living with different types disabilities. This resource is also available to Spanish. For more read here.
This is a reading list put together by Verso Books. In their words, this is a list of “books that challenge the notion of empire and offer a history of anti-colonial, anti-racist struggle.” To explore these book suggestions, read more here.
This is a tool put together by Race Forward, a racial justice advocacy organization, for the field of Workplace Development. It offers a toolkit to assess organizational approaches to racial equity on a number of levels and resources for how to improve racial equity within the organization. For more read here
Land-grab universities: Expropriated Indigenous land is the foundation of the land-grant university system
This article provides an in-depth look at how the redistribution of stolen Indigenous land through the Morrill Act of 1862 was used by American universities to fund their endowments. The article includes an interactive database that shows all of the plots of land that each university benefitted from, their tribal affiliation, how much tribes were paid for the land, and how much universities received through the land’s sale. They also explore ideas for how universities can begin to make amends for profiting of of stolen land that move beyond land acknowledgments. For more read here.
This article discusses how using ‘ki’ and ‘kin’ pronouns when referring to the environment, rather than “it”, breaks down a human-centric world view and can prevent environmental exploitation. For more read here
This article discusses how traditional ecological knowledge (TEK) has been historically devalued in favor of Western science. It explores examples of partnerships between indigenous peoples across the world and Western scientists as case studies of how to braid TEK into ecological decisionmaking. For more read here.
Solutions Privilege: How privilege shapes the expectations of solutions, and why it’s bad for our work addressing systemic injustice
This article examines the phenomenon of “solutions privilege,” which Le defines as “the privilege of expecting easy and instant solutions that would align with one’s worldview and not challenge one’s privilege.” For more read here.
Let’s Get Real About Why Women of Color Are So Tired: Playing by the rules in capitalist America comes at the cost of our mental, physical, and emotional health
This honest article by a woman of color examines why women of color experience actual trauma and suffering working in majority-white nonprofits. Specifically, the article addresses the scarcity mentality and a culture of celebrity and competition that underpin the culture of most nonprofits, including in the environmental and conservation sector. For more read here.
WHITE MALE WORKERS RESPOND POORLY TO WOMEN AND RACIAL MINORITIES IN POWER AND TAKE IT OUT ON COLLEAGUES: REPORT
This article begins “How do white male executives handle it when a woman or person of color become CEOs of their company? Not well, a new study from the University of Michigan’s Ross School of Business suggests.” We like this article because though many conservation, outdoor, and environmental organizations may be succeeding in recruiting, hiring, and promoting women and BIPOC, these employees will still struggle without concerted efforts to address unconscious bias on the part of their peers. Read more here.