The Center for Juvenile Justice Reform at Georgetown University’s McCourt School of Public Policy, in partnership with Social Current and Building Bridges Initiative (BBI), has launched a new organizational diversity, equity, inclusion, and belonging (DEI) certification that aims to help youth and family-serving organizations approach their DEI efforts with intention and ensure that equity is deeply embedded in their culture, reflected throughout their policies and practices, and can endure through leadership and administrative changes. The DEI certification leverages Social Current’s organizational assessment tools, DEI trainings and consultation, and standards of practice.  

Set to begin May 20, this 12-month certification will include online trainings, peer learning, individual and group coaching, and guidance on a capstone project. The capstone project will include individuals served in its design and implementation and demonstrate the organization’s implementation of the DEI principles covered in training, coaching sessions, and Social Current’s DEI standards of practice. The certification will culminate with an in-person convening at Georgetown University, where the capstone projects will be presented.

Certification objectives:

Each organization must commit at least two staff to engaging in the certification process that will include coaching and training over a 12-month period. The cost for this certification is $19,000 per organization, which can be paid in two installments. The certification will be valid for two-years after completion of the program.

You can learn more about the DEI certification and schedule online, or join us for an upcoming informational webinar:

To start the registration process, please click here. Applications are due March 29, 2024, and participation will be confirmed by April 19, 2024.

If you have any questions, please contact Undraye Howard, vice president of equity, diversity, inclusion, and engagement at Social Current.

On June 15, the U.S. Supreme Court voted 7-2 to uphold the Indian Child Welfare Act (ICWA). Social Current applauds the ruling in the Haaland v. Brackeen case because ICWA is regarded as the “gold standard” in child welfare by experts in the field, creating much-needed reform on practices that separated Native children from their families.

“The Indian Child Welfare Act is consistent with best practice and child welfare’s shift towards strengthening families and promoting family preservation,” said Social Current President and CEO Jody Levison-Johnson. “By prioritizing the placement of children within their families, communities, or Tribal Nations, we also prioritize stability and the opportunity to maintain continuity in schools, health care, and community participation. Today’s Supreme Court decision affirms this and ensures that we carry forward the practices and policies that we know create better outcomes for children.”

Related Resources

For more information about ICWA and the Supreme Court case, watch our on-demand webinar featuring Jody Levison-Johnson and Sarah Kastelic (Alutiiq), executive director of the National Indian Child Welfare Association (NICWA).

2023 will mark the third year Juneteenth is recognized as a federal holiday, and an increasing amount of employers are including it on their holiday calendars. According to a new report from the International Foundation of Employee Benefits Plan, 30% of private employers are offering Juneteenth as a paid holiday to their employees, up from just 8% in 2020.

In addition to honoring Juneteenth as a paid holiday, organizations can recognize it with dedicated time for education and connection. Some resources with ideas and inspiration include:

Although recognizing Juneteenth is one step toward promoting equity, diversity, and inclusion (EDI), organizations should look to create an EDI-enriched organizational culture in meaningful and strategic ways as well.

“It is good to see that more organizations are now closing their offices for Juneteenth, but it’s not enough. To truly move the needle, leaders should be assessing their organizations and looking for how they can support their employees and communities in more substantive ways that meaningfully address inequities,” said Undraye Howard, vice president of equity, diversity, inclusion, and engagement at Social Current.

Comprehensively addressing EDI is a powerful strategy for increasing belonging and is inextricably linked to foundational pillars of workforce resilience, including psychological safety, creating space for difficult conversations, and increasing brain science awareness.

However, if an organization doesn’t have a plan or a multilevel commitment from staff, efforts can fall short and negatively impact staff engagement and morale. In a recent report released by WebMD Health Services on Diversity, Equity, Inclusion & Belonging: Uncovering What Employees are Offered, Want and Need, 62% of workers surveyed say Diversity, Equity, Inclusion & Belonging (DEI&B) programs aren’t effective, and nearly half (46%) say the programs had failed them personally.

To help equity efforts gain momentum and have lasting impact, Social Current recommends that organizations address it at the individual, organization, and systems levels. In addition, it is critical to engage all staff as important in this work, but also create measurable goals and clear accountability.

Effective Strategies for Advancing Equity and Workforce Resilience

Given that most organizations are feeling the strain of shrinking resources, increasing costs and demands for services, and significant workforce challenges, concurrently addressing equity and workforce resilience is strategic and increases the potential for impact. Organizations must partner with staff and prioritize advancing equity as core to how they look to advance workforce resilience.

“Nurturing a positive and supportive culture that aligns with our values does not happen overnight. Learning and building capacity around the concepts and interconnected strategies for EDI and workforce resilience, developing individualized plans, and putting plans into action and course correcting along the way is the surest way to make progress toward their goals,” said Karen Johnson, director of the Social Current Change in Mind Institute. “This work requires us to be innovative, curious, and courageous, but it is doable, and our workforce is worth the investment.”

Free Resources from Social Current

How organizations can help their staff to support their coworkers of color:

In-Depth Training and Networking Opportunities

Advancing equity takes sustained commitment from leaders and organizations and at the same time, needs to begin somewhere. This Juneteenth, affirm your commitment to your workforce and advancing EDI.

As societal and political forces escalate to limit access to and exercise of the ballot, eliminate the teaching of Black history, and work to push us back into the 1890s, we can only rely on our capacity to resist. The enactment of HR 40, the John Lewis Voting Rights Act, the Breathe Act, and the closure of the racial wealth gap is not the end. They too will require us to mobilize our resources, human and material, and fight for “freedom, justice, and equality”; “self-determination”, and/or “social transformation.” (ASALH, 2023)

This year’s theme for Black History Month—Black Resistance—recognizes the increasingly bold public efforts to minimize or reverse the hard-fought rights and assets of African Americans in a culture that continually upholds the tenets of white supremacy. Whether at the ballot box, in the classroom, at the bank, in the grocery store, or at a health clinic, Black and Brown people incessantly face the interconnected, intersecting inequalities intentionally baked into systems and structures for no other reason than to exploit, curtail, and devastate their families.

As evidenced in the extensive and disparate effect of the three-year pandemic on Black and other communities of color, health and well-being remain some of the starkest indicators of how society values BIPOC children, youth, and adults. But through resistance and resilience, many communities have effectively found incremental ways to improve the social determinants of health, such as embracing ancestral traditions and healing modalities through a decolonization of thought and practice. Another way to break down barriers to medical and mental health resources is through reinforcement of federal protections and guidance to service providers.

Health and Well-Being Civil Rights

Nearly 60 years ago, the U.S. Health and Human Services (HHS) Office for Civil Rights (OCR) was created to desegregate hospitals shortly after the passage of Title VI of the Civil Rights Act of 1964 and creation of the Medicare program. OCR has deep roots in enforcing federal civil rights laws that ensure nondiscrimination based on race, color, and national origin. Recent priorities of OCR in enforcing federal civil rights laws that ensure nondiscrimination include revised policy rules with the Affordable Care Act, newer service guidance with vaccine equity and access to telehealth, and promotion of reproductive health care.

Strengthening Nondiscrimination in Health Care

OCR issued a proposed rule revising Section 1557 of the Affordable Care Act, which is one of the federal government’s most powerful tools to ensure nondiscriminatory access to health care.

“Strengthening Section 1557 supports our ongoing efforts to provide high-quality, affordable health care and to drive health equity for all people served by our programs,” said Centers for Medicare & Medicaid Services (CMS) Administrator Chiquita Brooks-LaSure. “This work will help eliminate avoidable differences in health outcomes experienced by those who are underserved and provide the care and support that people need to thrive” (HHS, 2022).

Additional Resource: Civil Rights for Providers of Health Care and Human Services

Ensuring Vaccine Equity

Vaccine equity is when everyone has fair and just access to COVID-19 vaccination. But there are many social, geographic, political, economic, and environmental factors that create challenges to vaccination access and acceptance, and that often affect racial and ethnic minority groups. In light of this, OCR issued guidance to providers about their obligations under Title VI of the Civil Rights Act and Section 1557 of the Affordable Care Act to ensure non-discrimination in administering COVID-19 vaccination programs.

Additional Resource: Best Practices in Equitable Vaccine Administration

Ensuring Equal Access to Telehealth

OCR, with the Department of Justice Civil Rights Division, issued guidance on nondiscrimination in using telehealth. It provides information to health care providers about their service obligations and practical tips about how to provide accessible telehealth.

Additional Resource: Health Equity in Telehealth

Promoting Reproductive Health Care

After the Supreme Court’s Dobbs decision overruling Roe v. Wade came out, HHS launched reproductiverights.gov. Recognizing the high maternal mortality rate of Black women and how the Dobbs decision exacerbates these inequities and disparities, OCR issued multiple guidance documents so that health care providers understand their obligations and patients understand the protections of federal laws.

Additional Resources: Reproductive Health Care Rights and Social Current’s statement on the overruling on Roe v. Wade.

“If you’re an African-American… your risks of dying in childbirth are three to four times higher than if you’re white…. It’s not tied to income. It’s not tied to education…. It’s something about the lived experience of being African-American,” says Dr. Neel Shah, assistant professor at Harvard Medical School and obstetrician/gynecologist at Beth Israel Deaconess Medical Center in Boston. (ABC News, 2018)

Civil Rights Laws Are Necessary, but Not Sufficient

Despite gains from decades of legislation and policy rules to reduce discrimination and increase access to services and resources, it’s clear that health care for racial and ethnic minorities remains separate and unequal in the United States.

Health policy and legal experts acknowledge the challenges to reducing discrimination and health inequity through existing civil rights laws and consider whether enforcing more of the existing civil rights legislation could help overcome these challenges. A common conclusion is that stronger enforcement (e.g., through executive orders to strengthen enforcement of the laws and congressional action to allow private individuals to bring lawsuits against providers who might have engaged in discrimination) would improve minority health care. But this approach is limited in what it can achieve, mainly due to the challenges for underserved communities to access enough financial and legal resources required. Rather, complementary approaches outside the legal arena, such as quality improvement efforts and direct transfers of money to minority-serving providers (pay-for-performance initiatives) might prove to be more effective.

Commitment to Health and Well-Being Practice and Policy

Social Current’s commitment to a healthy and equitable society is evident in our social sector partnerships focused on bridging historical barriers and persistent challenges with contemporary solutions and best practices to end racism, inequity, and poverty. This commitment recognizes BIPOC families as the experts in what is important to realizing their full potential, as well as the importance of cross-sector approaches to advancing equity, partnering with purpose, and building on successes in improving health equity and the social determinants of health.

Here are some ways to join our work on equity, diversity, and inclusion today: 

  1. Participate in workshops, learning collaboratives, and consulting services  
  2. Connect with peers and industry experts with SPARK Exchanges  
  3. Enroll in learning opportunities on building community health and well-being 
  4. Subscribe to policy and advocacy updates 
  5. Get health equity research and resources from the Knowledge and Insights Center

People across the country will recognize Jan. 16, 2023, as Martin Luther King Jr. Day, commemorating his life and legacy with days of service, marches and parades, and celebrations of Black culture.

The King Center will honor the day with its strategic theme: ‘Cultivating a Beloved Community Mindset to Transform Unjust Systems.’ “This theme defines the 2023 King holiday observance events and programming while serving as a compass for all the work we will do this upcoming calendar year and beyond. The pioneering work of Dr. Martin Luther King Jr. demonstrated that Kingian Nonviolence (Nonviolence365™) is the sustainable solution to injustice and violence in our world, ultimately leading to the creation of the Beloved Community, where injustice ceases and love prevails.”

It is important that we take the time to remember Dr. King’s enduring fight for justice and equitable systems. We also must challenge ourselves as leaders to renew the spirit and intentionally lean into our equity journeys in ways that honor the legacy of Dr. King.

Although we have come a long way in making King’s dream a reality, we still have much work to do to create a truly equitable and inclusive society for all. As our country experiences staggering division in our ideologies and disparities in outcomes, we need to remember that we are stronger together. Though the current climate may make our vision feel elusive, we’re reminded of Dr. King’s words, “the arc of the moral universe is long, but it bends toward justice.” We must embrace the discourse, have the difficult conversations, and work together to help all people thrive. Social Current is committed to serving as a convener and helping leaders conduct necessary, yet difficult, conversations. We are committed to the work that will realize our shared dream—an equitable society where all people can thrive.

Community-based organizations, which serve a critical purpose within communities and systems, can play a large role in realizing Dr. King’s dream by advancing equity within their programs, practices, and workforces. While a long-term strategy that requires dedication and commitment, building equitable workplaces is a key strategy an increasing belonging, resilience, and innovation.

In addition to resources from Social Current, these articles offer helpful suggestions for advancing equity in the workplace:

How We Can Support Your Equity Journey

Social Current’s SPARK 2023 conference will focus on critical topics including EDI, belonging, and justice. Save the date to join us Oct. 16-17 in Bethesda, Maryland. If you’d like to share your expertise, submit a workshop proposal by Jan. 27.

Social Current’s experts help leaders advance their equity journeys and embed equitable practices and strategies at the organizational and systems level. In addition to focused equity, diversity, and Inclusion consulting, our workforce resilience consulting is rooted in equity and psychological safety. Our Jan. 24 webinar will give an overview of four cores strategies for workforce resilience.

In a statement from Jody Levison-Johnson, president and CEO of Social Current, she commented on the Supreme Court’s decision to overturn Roe v. Wade:

“While many reactions to the Supreme Court’s decision to overturn Roe v. Wade after nearly 50 years of precedent have illuminated our nation’s political divide, our concerns focus squarely on the impact this decision will have on equitable access to health care, which fosters the health and well-being of all people in our nation.

Prior to the trigger laws going into effect across numerous states, the U.S. already had the highest maternal mortality rate among developed countries. Researchers point to our nation’s relatively low numbers of maternity care providers and comprehensive health care, including postpartum supports, as the cause.

Then consider the multiplying effect on communities of color. A study just this week from Duke University suggests a total ban on abortions could increase maternal deaths among Black women by 33%.

Some 26 states are expected to pass some form of abortion restriction, many not even offering exemptions for the life of the mother, rape, or incest. These statewide bans will disproportionately affect the health and well-being of women of color who already face disparities in health care access and outcomes.

These states also lack significant resources to support pregnant people, including access to affordable health care services, childcare services, behavioral health care, and paid family leave.

Studies also show a link between lack of access to abortion and poverty. The Turnaway Study followed women for a decade and found that those denied an abortion were four times as likely to be living in poverty years later, and that trend continued to impact their children. For people living in poverty, this ruling represents a glass ceiling of economic disparities they may never overcome.

We can see the looming future of generations of people being forced to carry pregnancies resulting from rape or incest to term and the impact of that on their emotional well-being. We see generation upon generation of adolescents and young people facing mandated births without adequate resources to lift themselves out of poverty. We see a future of greater divides across America—not political divides but a division of haves and have nots, as only families of means will have the ability to travel across states or to other countries to access safe abortions and reproductive health care services. And we see a potential future of more erosion of rights, as other rulings linked to Roe v. Wade that protect access to contraception and same-sex marriage are challenged and possibly eroded.

We work at the nexus of community and government to support policies that advance equity, improve health and well-being, and increase economic opportunity and mobility so all people can thrive. This Supreme Court ruling strips away the fundamental rights that provide equitable access to health and economic opportunity. It is a setback for our whole society and we pledge to work across our sector and across our nation to ameliorate its impacts and support the right of all people to have self-determination in the most critical and life-changing decisions that impact their health, their families and their lives.”

The views expressed by Social Current are grounded in and aligned with our mission, vision, values, and policy agenda principles and do not necessarily reflect those of our entire network. 

2022 will mark just the second year Juneteenth is recognized as a federal holiday. Given the latency of many to commemorate the ending of slavery in the U.S., companies are now struggling to appropriately recognize the holiday, which encapsulates both joy and pain. While there are some meaningful observances planned, some organizations may be silent.

“While many organizations are now closing their offices for Juneteenth, it’s not enough. Leaders should be assessing their organizations and looking for how they can support their employees and communities in more substantive ways that meaningfully address inequities,” said Undraye Howard, vice president of equity, diversity, inclusion, and engagement at Social Current.

It’s no secret that employers across the country – and across industries – are currently struggling to support the mental health and well-being of their employees. Organizations in the social sector are certainly feeling the constraints of escalating costs and rising needs for services, coupled with the pressures to invest in and retain employees.

Today, we are faced with many new and longstanding challenges to workforce resilience. The ongoing stress of the COVID-19 pandemic, challenges around advancing inclusion and equity, and secondary stress that some staff experience on a regular basis are a few of the many obstacles to creating a positive staff culture, which is the core of a resilient organization.

A recent post on the CompassPoints blog puts it candidly, “We need to talk about how tired folks are. After the last two years, it seems like everyone is feeling the strain of burnout in a deep and long-lasting way. For many Black leaders and leaders of color, the demands to support their communities through turbulent times, keep organizations running, and tend to life amidst multiple crises has taken an especially heavy toll.”

Recent research from the Building Movement Project validates this assessment. Their report, Trading Glass Ceilings for Glass Cliffs: A Race to Lead Report on Nonprofit Executives of Color, explores the added burdens facing leaders of identity-based organizations, the challenges that BIPOC leaders encounter when taking over leadership from white predecessors, and the common realities of being a leader of color in the nonprofit sector. The report found:

  1. Leaders of color need supports, not more training.
  2. Leaders of color take on added burdens, without additional compensation.
  3. Leaders of identity-based organizations face distinct demands.
  4. Unique challenges come with taking over leadership from white predecessors.
  5. Too few white leaders factor race equity into their succession plans.

“It is clear that people of color face additional barriers and burdens in the workplace and it is up to us, collectively, to advance equity at the person, organization, and systems levels,” said Howard. “It is critical that we not only recruit and hire people of color but that we create workplace cultures that ensure they are supported, feel valued, and can bring their ‘whole selves’ to work each day.”

Embedding Equity in Your Workforce

Organizations must partner with staff and prioritize advancing equity as core to how they look to advance workforce resilience. By building self-awareness, psychological safety, and a shared accountability, organizations will foster the beginnings of both workforce resilience and a culture enriched by equity, diversity, and inclusion (EDI).

“Nurturing a positive and supportive culture that aligns with our values does not happen overnight. Learning and building capacity around the concepts and interconnected strategies for EDI and workforce resilience, developing individualized plans, and putting plans into action and course correcting along the way is the surest way to make progress toward their goals,” said Karen Johnson, director of the Social Current Change in Mind Institute. “This work requires us to be innovative, curious and courageous, but it is doable, and our workforce is worth the investment.”  

For leaders looking to partner with staff to improve their workforce cultures and increase well-being and job satisfaction, Social Current is now offering participation in a yearlong learning collaborative. This unique opportunity will provide sustained support and connection through a cohort with others working to advance similar goals.

EDI is at the core of this learning collaborative’s curriculum, which will advance understanding of brain science, build psychological safety, prioritize positive workforce culture, and increase connection. And in addition to this workforce resilience learning collaborative, Social Current is also offering a learning collaborative fully dedicated to advancing equity, with applications due June 30.

For organizations that are looking to move quickly into action, Social Current’s three-part virtual workshops lay the foundation for building an EDI-enriched organization and offer dedicated worktime for building an EDI action plan with the help of experienced facilitators. This workshop is ideal for investing in your EDI taskforce or other staff leading equity efforts.

Advancing equity takes sustained commitment from leaders and organizations and at the same time, needs to begin somewhere. This Juneteenth, affirm your commitment to your workforce and advancing EDI.

While there are many ways to build your organization’s capacity for equity, diversity, and inclusion (EDI), they all require an overarching commitment and investment. With limited resources and many priorities, some may wonder if there is really a tangible ROI to EDI efforts.

Well, just look at the data.

Research compiled by the Performance Excellence Network shows that investing your organization’s time and resources in EDI strategies can support your business, in addition to your mission. Highlights from that research include:

So now what?

To ensure that your investment leads to real change at your organization, make sure you receive the right level of support you need. One unique opportunity that can help you build and sustain momentum toward your goals is our upcoming EDI Learning Collaborative. Participants will collaborate with peers at other organizations in a supportive environment and receive guidance from EDI experts in developing, implementing, and advancing their equity work. This collaborative offers continual support over a 15-month period.

Apply by submitting the online application by June 30.

Our three-part virtual workshop offers learning and support to participants over the course of a month. It combines valuable information, facilitated discussions, reflection opportunities, and focused work time to begin developing an EDI action plan. We recommend sending multiple staff who serve on your EDI committee or advance EDI in other ways. This workshop will provide the tools, guidance, and dedicated time they need to be successful. 

Register now for our upcoming June session (June 9, 16, and 23). Additional sessions are being offered in September/October and November.

In March, Social Work Month is often observed by highlighting the positive impact of social work and social welfare on people’s lives and in their communities, including a history of promoting social justice, civil rights, and more societal change efforts. It’s also important to acknowledge the whitewashing of social work history, like the National Association of Social Workers did by apologizing for racist practices in past and current social work.

The historic harm created by social work is minimized in the history that is taught about the field. Concurrently, the contributions of Black, Indigenous, and people of color (BIPOC) social workers are often overlooked or excluded in this history. These omissions center whiteness into social work education and practice and perpetuate the myth that BIPOC people are mostly passive and the users of a majority of services, while white social workers are the innovators and heroes who provide those services.

In reconsidering history, we must acknowledge the role of social work in perpetuating racist systems and beliefs in order to make amends and cease doing unintentional harm. Likewise, we must educate ourselves as a field about the contributions of BIPOC founders and community leaders in the development and positive gains of social work.

The Colors of Privilege and Inequity

Social workers are often heralded as change agents, problem solvers, critical thinkers, facilitators, advocates, counselors, clinicians, organizers, and activists. But what happens when social work as a field causes harm? It’s important to first acknowledge that the systems everyone relies on for access, well-being, and the ability to thrive reflect the dominant white culture and the privilege it affords for some and not others. As a result, it is difficult for white social workers to partner authentically in a trauma-informed manner with BIPOC community members who try to navigate those unbalanced and inequitable systems.

When the modern field of social work was in its formation in the 1800s, it predominately signified neo-American, European, and Middle Eastern beliefs and values. Individuals and communities with other cultures were labeled “primitive,” and their existing practices of social support were ignored or appropriated. Social work arose at the same time that so-called “racial sciences” were attempting to prove that Black people were deficient compared to white people. Social welfare workers were responsible for determining who was worthy of help and capable of change. Racialist theories also intersected with emerging social welfare policies to establish a racialization of poverty. White people were considered victims of circumstances who could be educated and helped. Black people and other cultural groups were labeled as inherently inferior and needed to be “saved” from their culture.

When social work practices from BIPOC groups were adopted in the wider field, the white social workers who introduced the ideas were celebrated as “innovators” while the originators of the practice were largely ignored. Black people were strategically excluded from areas where decisions were being made that affected them, including the development of social welfare and juvenile justice policies.

Social workers have also actively participated in numerous racist practices, such as the Indigenous children’s residential schools, segregated settlement houses, involvement in eugenics theories, propagation of the Tuskegee experiment, participation in intake teams at Japanese internment camps, and more. The intersection between white supremacy and social work amplified power differentials that were already present in many of the practices for the “social good.” White women were considered heroic for sacrificing part of their white privilege to their social service efforts, while Black leaders risked their lives and safety advocating for change in their communities.

Seeing All Shades: Past, Present, and Future

Today, there are many professional groups and educational efforts focused on achieving social justice and equity for BIPOC communities, such as for Indigenous Peoples in ways that respect their ancient cultures and sovereign rights and enhance the quality of life for people of African ancestry through advocacy, human services delivery, and research. Yet much of social work education continues to downplay or omit the contributions of BIPOC leaders, early community builders, and activists. This undermines important contributions in the social work profession and perpetuates the myth of white saviorism and supremacy.

This social work month, let us not simply reflect on those who sacrificed a small part of their privilege in the name of helping communities. Rather, we should unite the dominant historical legacies with the contributions and innovations of our BIPOC colleagues and founders. It is the duty of each social worker to ensure that they are educated on the history of the profession from diverse cultural perspectives—this is how to address and make amends for the harm that our profession has done. We must address the generational trauma caused to those we partner with and learn to challenge the institutional racism that continues to create additional barriers for BIPOC community members.

Learn More

Whitewashing in social work and how to challenge it:

Historical perspectives on harm and how to do better (video collection):

A legacy of influential BIPOC social workers:

Johnson Bam moved to the U.S. from Ghana with his wife and children six years ago, and the family soon outgrew their Chicago rental apartment. With three kids, he wondered if he could become a homeowner in their new country. Johnson set out to learn everything he could about the home-buying process in the U.S. Using Bank of America’s Better Money Habits® financial educational resources, which are offered online and through community-based partners, Johnson was able to budget, save up for a down payment, and, once a homeowner, manage his new expenses. Through the additional support of his loan officer, who guided him through the process, the Bam family now has a place to call their own. Hear more about Johnson’s experiences and read the stories of other community members finding financial success.

Bank of America’s free Better Money Habits® tools, which include videos, articles, and resources, available in both English and Spanish, provide practical information around money and personal finance. Community-based organizations can leverage these resources in a variety of current programs by engaging staff in train-the-trainer Better Money Habits sessions.

Social Current network organization Northwestern Settlement House in Chicago has worked with Bank of America to train its staff on these financial literacy education tools. “The Better Money Habits website and tools were really easy to access and use, said Katie Taylor, director of development at Northwestern Settlement. “Our program staff are able to easily pull what’s needed for our different populations and specific needs.”

Additionally, a handful of other Social Current network organizations are working with local Bank of America teams to offer Better Money Habits trainings to their community members across the lifespan.

Social Current is in its third year of collaborating with Bank of America to support communities in becoming more financially resilient by connecting people to the tools, resources, and education they need to help them achieve their financial goals.

Learn more about how your organization can be a Better Money Habits® curriculum provider by watching our on-demand webinar or by contacting Emily Merritt at Social Current.

Learn more about advancing social and economic mobility so that all families and communities can thrive: