In January 2022, ELGL in partnership with Racy Conversations will launch a cohort for local government leaders focused on building multiracial cities. If you are interested in this cohort or have any general insights to share regarding your organization’s Racial Equity efforts, please take this survey below. Please note* This is not an application for the cohort, only a general survey for us to gain understanding of where cities are in their Racial Equity journeys. The application for this cohort will open by December of 2021! Contact chante@elgl.org for more information on this future cohort! Thank you!
The application for this cohort will open by December of 2021! Contact chante@elgl.org for more information on this future cohort!
About Racy Conversations
“My mission is to build and support a community of people committed to love, learning, accountability, and action on race in America. My particular focus is on helping individuals and organizations move forward from awareness of race, diversity, and inclusion to action and accountability. I have a strong and unwavering belief in people and that everyone should have the opportunity to achieve his or her highest potential.
I envision a future of abundance where all people in our society attain the highest level of professional and personal success and we happily live, study, work, worship, create, and celebrate together.”
About Karen Fleshman
Karen Fleshman is a mentor, activist, entrepreneur, attorney, author, educator, proud San Franciscan, and a single soccer mom. Building on a career in the immigrants rights movement and preparing young adults of color for careers in tech. In 2014 she founded Racy Conversations, a workshop facilitation company, to inspire the antiracist generation. Her first book White Women We Need to Talk: Doing Our Part to End Racism, will be published by Sounds True in 2021 and is available for preorder here.
As a white woman, Karen experienced sexual harassment, wage gap, and glass ceiling from white men in the workplace, but she noticed the most harmful workplace behavior came from white women who viewed her as a threat to their proximity to white men in power. She worked for diverse organizations leading diverse teams, largely reporting to women of color, who were excellent mentors and role models. Emulating them, she learned how to relate across difference as equals and build relationships based in trust.