Addressing Racism in the Organization: The Role of White Racial Affinity Groups in Creating Change

This article describes the formation, implementation, and functioning of a White antiracism caucus, facilitated by the authors, in a large social service agency. Organizational context, group development, and attempts to address institutional racism are presented. Issues of professional identity development, the reification of White privilege, and internal systems of accountability are described.

Advancing Racial Equity and Transforming Government

The toolkit by GARE shares the stories and lessons learned from local government leaders across the country who have built (and continue to build) racial equity strategies. We have seen success with advancing racial equity and government transformation with the following six strategies: (1) Using a racial equity framework, (2) Building organizational capacity, (3) Implementing racial equity tools, (4) Being data-driven, (5) Partnering with other institutions and communities, (6) Communicating and act with urgency.

Tagged under African AmericansData/EvaluationEquity/Diversity/InclusionGuides and ReportsInitiativesLatinosPublic Agencies, Public Policy,

Annie E. Casey Foundation Race Equity and Inclusion Action Guide

Advancing race equity and inclusion can sometimes seem daunting and often leaves many wondering how and where to start. One way to achieve social change in an organization is to incorporate race equity and inclusion at every stage of work. The seven steps in this guide provide a clear framework for undertaking this important work.

Tagged under Equity/Diversity/Inclusion, Guides and Reports

Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies

Employers have experimented with three broad approaches to promoting diversity. Some programs are designed to establish organizational responsibility for diversity, others to moderate managerial bias through training and feedback, and still others to reduce the social isolation of women and minority workers. These approaches find support in academic theories of how organizations achieve goals, how stereotyping shapes hiring and promotion, and how networks influence careers. This is the first systematic analysis of their efficacy.

Tagged under BusinessesData/Evaluation, Equity/Diversity/InclusionGuides and ReportsWorkforce Development

Beyond Social Justice: The Threat of Inequality to Workforce Development

This report, written by Patrick Kelly of the National Center for Higher Education Management Systems, calls upon an array of state-by-state data to help WICHE’s member states better understand the scope of the challenge facing them and the relationships between educational attainment and workforce participation for different racial/ethnic groups. It paints a sobering picture of how much progress needs to be made in ensuring that all residents are well prepared to succeed in the global knowledge economy, in order that the U.S. can retain its place at the forefront of nations.

A Broken Bargain for LGBT Workers of Color

This report examines how LGBT workers of color face unique challenges related to their race and ethnicity and their sexual orientation and/or gender identity in three areas: educational barriers; hiring bias and on-the-job discrimination; and unequal pay, benefits, and taxation. It also offers detailed recommendations for action to fix the broken bargain for LGBT workers of color by federal, state and local governments, as well as schools, colleges/universities, and employers.

The Business Case for Racial Equity from the W.K. Kellogg Foundation

This is a literature review that attempts to quantify the economic benefits of racial equity to businesses, governments, and the overall economy. It goes into detail on certain areas of current inequities such as housing and residential segregation, education, and health.

Tagged under Equity/Diversity/InclusionGuides and Reports, Businesses

Conducting Evaluation Using a Culturally Responsive and Racial Equity Lens

This document is designed to provide evaluators with a practical way to examine their own backgrounds, beliefs, and biases and improve their capability of conducting evaluation using a culturally responsive and racial equity lens; develop designs and protocols that produce evaluation questions capable of teasing out nuances that are often overlooked by common evaluation processes; and assess an organization’s (governance, leadership, and staff) commitment to issues of diversity, equity, and inclusion.

Tagged under Guides and Reports, Equity/Diversity/Inclusion, Data/Evaluation