Get Centered with BINGO 2020

Do you have:

1. A relationship with a CPA firm/consultant
2. A strong cloud-based financial infrastructure
3. A remote work policy that allows access to financial information on demand/remotely, including the ability to process payments and cut checks
4. Proactive financial planning in place for various future scenarios
5. Access to up-to-date and accurate financial statements every month

If you'd like to learn more or need assistance with any of these steps, please reach out to our sponsor:

Do you have:

1. An understanding of the difference between a furlough and a layoff
2. A written back-to-work reentry plan
3. A completed HR Risk Assessment Questionnaire
4. Updated all relevant polices to reflect and support this unexpected workforce change
5. A full understanding of FMLA requirements to support your team members

If you'd like to learn more or need assistance with any of these steps, please reach out to our sponsor: info@chooseust.org

Do you:

1. Have an established IT support resource that is familiar with all of your IT platforms and functions/needs
2. Ensure all key components on your IT network are monitored 24/7/365, including servers, routers, switches, firewalls, backups and communications lines, so that any potential problems can be attended to promptly
3. Utilize industry compliance and security knowledge in conjunction with spam filter, email encryption and antivirus software to protect your company data and infrastructure, along with a backup and disaster recovery protocol
4. Have an encrypted password management system and network documentation for staff to utilize and access
5. Utilize Techsoup.org and other nonprofit partners to get discount pricing on software and licenses

If you'd like to learn more or need assistance with any of these steps, please reach out to our sponsor:

Do you:

1. Actively work on team dynamics and interpersonal relationships
2. Determine and track organization-wide indicators of success
3. Have a strategic plan and work your plan
4. Cultivate empathy and create space for others to thrive
5. Have a succession plan in place for leadership staff and board

If you'd like to learn more or need assistance with any of these steps, please reach out to our sponsor:

Do you:

1. Cultivate a culture where employees at all levels feel empowered to speak up and respectfully address and challenge the organization's policies and practices, as well as individual microaggressions.
2. Prioritize education (not just training!) about race and racism. Note: "Prioritize" = money and time. Don't just say DEI is important without carving out the time and resources for employees at all levels (including Leadership!) to learn, listen and work to address concerns.
3. Avoid "check the box" trainings or online programs. A couple of hours of unconscious bias training is a good start, but it must be followed up with education and other programming that explains where our biases come from, and acknowledges that bias benefits the dominant culture (i.e., unconscious bias trainings should never let people off the hook by saying, "See, everyone has bias").
4. Acknowledge that DEI work is ongoing, that there are no quick fixes, and you may need to recalibrate. Understand what has held your organization back from prioritizing DEI, and then list the specific reasons you are committing to it now (or continuing in your commitment). You'll need to rely on those reasons when the news cycle and outrage dies down and your resolve gets tested.
5. Understand that you will not be able to build and maintain diversity without first addressing items 1-4.

If you'd like to learn more or need assistance with any of these steps, please reach out to our sponsor: