Audience: Labor

Evidence-backed talking points on climate from a progressive perspective informed by the Race Class Narrative framework, along with current polling data, and messaging resources .

Starting in 2014, the nation’s broadest climate coalition came together to take bold action on climate. In 2018, this coalition of labor unions, communities of color, environmental advocates, tribal nations, health professionals, faith communities, and businesses coalesced around Initiative 1631 to advance an equitable transition to clean energy and climate resilience. Momentum from Initiative 1631, a stronger legislative climate majority, and a base of mobilized partners and volunteers fed a stronger push for climate progress in the 2019 legislative session and, with momentum on their side, the coalition was able to pass multiple major climate policies with a greater focus on equity and good jobs provisions.
The first five years of building the Alliance (2014-2019), developing and running a ballot campaign, and working in multiple legislative sessions, transformed climate advocacy in Washington State in ways that provide an important example for others working to build power in the climate movement. This assessment was created with a value for an open dialogue with the coalition’s partners in the climate movement, and hope that sharing their story and lessons learned can be useful to others on similar journeys toward a healthy and equitable future.  

Organizations working to pursue sustainable policies and practices in a socially just way often face three key trade-offs. By recognizing and understanding these potential conflicts, however, organizations can work to avoid the pitfall of prioritizing one issue at the expense of the other. First, the “sustainability-inclusivity” tension often pits quick, bold sustainability action against an inclusive policymaking process. The “sustainability-recognition” tension arises when the recognition and incorporation of diverse value systems, priorities, and norms conflicts with sustainability performance. Finally, the “sustainability-equity” tension describes trade-offs between making progress on sustainability goals and distributing benefits and costs in an equitable way. Organizations can intentionally address these tensions as they work towards socially and environmentally just outcomes.

This study argues how a “relational organizing culture” can enhance the strength of an organized group that might be otherwise internally divided by certain lines of identity. “Relational organizing culture” refers here to the emphasis on creating deep interpersonal bonds, based on high levels of trust and solidarity, often through one-on-one conversations and storytelling. This specific study analyzed one interfaith organization (over 7 years; the researcher was embedded in the organization) that had to overcome different religious affiliations to keep members engaged in group activities. Its “relational organizing culture” was key. The author argues that this case can be used by other organizations—such as unions—to stay united as one organization, not divided by identities such as race.