Racial Equity Action Plans: A How-to Manual

This manual provides guidance for local governments to develop their own Racial Equity Action Plans after a period of research and information gathering. This manual also provides guidance and tools to conduct this research. GARE created a Racial Equity Action Plan template after a national scan of promising practices from cities and counties that have developed plans for racial equity and the structures that supported successful planning processes.

Strategic Plan to Advance Racial Equity, Diversity and Inclusion for the Portland Region

The Strategic Plan to Advance Racial Equity, Diversity and Inclusion is the culmination of Metro’s efforts to articulate how the agency intends to advance equity in its crucial work in the Portland metropolitan region. The Strategic Plan builds on the extensive equity work that Metro departments and venues have been conducting for a number of years. Moving forward, the Strategic Plan will provide a unified strategic direction and additional focus for the crucial equity work currently underway at Metro, both agency-wide and in specific departments and venues. (2016)

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Why Your Diversity Program May Be Helping Women but Not Minorities (or Vice Versa)

Diversity approaches are important because they provide employees with a framework for thinking about group differences in the workplace and how they should respond to them. The authors of this paper studied the public diversity statements of 151 big law firms in the U.S. to understand the relationship between how organizations talk about diversity and the rates of attrition of associate-level women and racial minority attorneys at these firms. This paper assumes that how firms talked about diversity in their statements was a rough proxy for their firm’s approach to diversity more generally.

Racial Discrimination in the Labor Market: Theories and Empirics

This paper reviews theories of race discrimination in the labor market. Taste-based models can generate wage
and unemployment duration differentials when combined with either random or directed search even
when strong prejudice is not widespread, but no existing model explains the unemployment rate differential.
Models of statistical discrimination based on differential observability of productivity across races
can explain the pattern and magnitudes of wage differentials but do not address employment and unemployment.
At their current state of development, models of statistical discrimination based on rational stereotypes
have little empirical content.