Race Equity Framework

Oct 25, 2023

We have developed a Racial Equity Framework to guide leaders and organizations (and individuals) through the important work of achieving a racially equitable workplace. It’s a journey, not a destination. We recognize traditional D&I training and initiatives are not achieving the desired results, so we took a transformative approach to create a framework that works!

 

 

 KNOWLEDGE

 

Knowledge: When we know better we do better. We cannot solve a problem we do not
understand.
We have created a series of courses using proven adult learning techniques, while also
creating brave spaces to get deep into the heart of race equity work.
  1. Engaging Constructively in Brave Conversations about Race
  2. The Myth of Race
  3. The Psychology of Racism
  4. Race, Work and Leadership
  5. Exploring Intersectionality
  6. Restorative Healing & Self-care

We also facilitate Affinity Group Dialogues, which are critical to creating race inclusivity in the
workplace.

Why Race-Affinity Group Dialogues?

All people of color and White people are affected by racism, however they are affected and the
work they need to do is different. Engaging in brave conversations on personal and
systemic impacts of living in a racist society can be painful and difficult. ‚Äč

Facilitated Affinity Dialogues provides a brave space where White people can talk without
fear of offending people of color, and people of color can talk without the burden of
rationalizing and proving the validity of their experiences to White people. Doing this work
requires a recognition that predominantly White work spaces may not always feel like safe
spaces for people of color to be open and honest about their lived experiences. This option
gives you the structure and language you need to create an authentic work environment
focused on inclusive practices for all employees.

 

INTROSPECTION

Introspection: Reflect and grow in your understanding of biases, policies, and structure that
disadvantage BIPOC (Black, Indigenous, and People of Color). We have designed a race
equity, diversity and inclusion (REDI) assessment that is adapted from several surveys
measuring proxies of race-based discrimination, diversity, equity and inclusion in work
settings. This assessment considers the following organizational areas:
  1. Overall Work Environment
  2. Diversity and Equity in the Workplace
  3. Leadership Dynamics
  4. Individual Experiences at Work
  5. Culture of Equity and Inclusion
  6. Equity-Focused Leadership
Want to dig even deeper, and take a look at organizational and individual intercultural
competence?
The Intercultural Development Inventory® (IDI) assesses intercultural competence (the
capability to shift cultural perspective and appropriately adapt behavior to cultural
differences and commonalities), and is a great complement to the REDI.

 

  ACTION

Action: Create a plan to achieve systems change that leads to a more equitable workplace.
For many of us, we wish we could just jump to action. As leaders within organizations, we are
often trained to problem solve. To jump to action. The work of race equity is a continual
process, and “Action” looks different for every organization.
We believe so much in our Racial Equity Framework, that we want to be with you along every
step of the journey. We want to ensure that your organization spends the needed time in
knowledge and introspection before moving to action. We believe this is the authentic
approach, and minimizes your risk of doing harm.
Check-out our blog highlighting the six steps organizations need to consider in order to
move closer to creating a racially equitable organization and community.
 

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