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Racial Equity, Diversity, and Inclusion (REDI)

CETE developed the Racial Equity, Diversity, and Inclusion (REDI) Movement to increase our efforts in workforce development, education, and family and community engagement toward the pursuit of a holistic approach to equity, social justice, and inclusion.

About the REDI Movement

Video Transcript
Interested in implementing the Racial Equity, Diversity and Inclusion (REDI) Movement in your organization? Connect with us.

The Center on Education and Training for Employment (CETE) is committed to taking the center’s passion and expertise beyond our statement to stand against racism.

CETE developed the Racial Equity, Diversity, and Inclusion (REDI) Initiative in the summer of 2020 to increase our efforts in workforce development, education, and family and community engagement toward the pursuit of a holistic approach to equity, social justice, and inclusion.

REDI has since evolved from an Initiative to a Movement, with CETE associates engaged in collective efforts towards:

  • Increasing members of the CETE community’s knowledge and skills relevant to the posture and practice of cultural humility
  • Identifying and establishing anti-racist norms, practices, and policies at CETE
  • Contributing to the dismantling of institutional racism within CETE’s spheres of influence
Participation in REDI is completely voluntary, and associates, faculty, and students have the option to opt into or out of any REDI activity at any time.

The Vision

The REDI Vision is that individuals, organizations and other societal institutions make racial equity a day-to-day priority resulting in settings that are inclusive, safe, and welcoming and where white privilege is acknowledged and has no negative influence on how individuals of color fare.

The Action

REDI encompasses four different levels of action, including Intrapersonal, Interpersonal, Institutional, and Societal. Each level has a specific set of activities associates engage with, ranging from professional development workshops, to White/Black/Person of Color affinity and multi-racial reflection groups, and a Steering Team responsible for on-going development and management of REDI, utilizing a problem-solving process drawing on CETE’s translational research model.

Following is CETE’s framework for engaging in action through the Intrapersonal, Interpersonal, Institutional, and Societal levels. 

CETE's Racial Equity, Diversity and Inclusion Framework

© 2021 Center on Education and Training for Employment’s Racial Equity, Diversity and Inclusion (REDI) Framework.

Professional Development Resources & Materials

Resources have been developed and curated to address topics relevant to racial equity, diversity, and inclusion. 
Select a topic to explore and disseminate materials.

Centering Blackness Videos

Centering Blackness Videos As articulated in an article released by the Insight

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Race and Policy

Race and Policy Sara Owens, Program Specialist at the Center on

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Allyship

Activating Allyship The center’s Racial Equity Diversity Inclusion (REDI) initiative uses

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The Racial Equity, Diversity and Inclusion Movement Resource Catalog

The Racial Equity, Diversity, and Inclusion (REDI) Movement was developed to

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Having Effective Race Conversations

Dr. Steven Stone-Sabali led a Professional Development learning experience on Tools

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Socialization

Socialization The Program on Intergroup Relations at the University of Michigan

 

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Research from the College of Education and Human Ecology

The center looks to the College of Education and Human Ecology’s Office of Equity, Diversity, and Global Engagement (EDGE) under the leadership of Dr. Noelle Arnold

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Allyship

Activating Allyship The center’s Racial Equity Diversity Inclusion (REDI) initiative uses

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The Racial Equity, Diversity, And Inclusion (REDI) Movement

2020-2021 Milestones

June
Many Center on Education and Training for Employment's (CETE) associates attended the College of Education and Human Ecology's Call to Action Forum and began a conversation about the role of race in our lives, experiences and translational research work.
July
Monthly white affinity groups were held to foster intra and interpersonal level reflection among associates. A catalog of racial justice resources was also created.
August
The first REDI Steering Team meeting was held. Our vision and goals were established.
October
The REDI Steering Team worked to operationalize REDI and carefully crafted processes for implementation across the organization and among partners.
November
Workgroups were convened to design the Getting REDI intervention which includes a curriculum, self-assessment, Critical Allies Group protocols, website, and catalog of resources to enhance the impact of REDI.
December
The REDI roadmap was developed to guide the Getting REDI journey for CETE Associates who opted to participate.
February
CETE Associates were oriented to the Getting REDI intervention.
March
CETE Associates who opted in began their Getting REDI Journeys.
April
Associates explored Unit 1 on the topic of White Fragility, an exploration of how whiteness had impacted our lives and the lives of those around us. Monthly Critical Allies Groups were held to acknowledge, address, and work through these emotional and delicate issues in a brave and safe space.
June
Associates dove into the topic of Understanding Implicit and Institutional Bias Bias and took a look at CETE's workplace to identify examples of implicit and institutional bias.

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