By Maggie Potapchuk, MP Associates
Structural racism requires institutional support and cultural nurturing. The core of anti-racist work is to seek to recognize institutional bias and to make structural changes that are supported by policies and procedures that are accountable with outcomes of equity. Executive leaders, boards, managers, and supervisors must be taught to recognize that contemporary forms of racism exist and become familiar with the various forms that it takes in the lives of all staff and clients. They must become vigilant in learning and identifying what those issues are and how they are perpetuated in the organization’s policies, practices, and procedures. The goal of anti-racist work is to widen the circle of power and opportunity.
By Mary Pender Greene, MPG Consulting
The Racial Equity Toolkit lays out a process and a set of questions to guide the development, implementation and evaluation of policies, initiatives, programs, and budget issues to address the impacts on racial equity.
Embracing Racial Equity: 7 Steps to Advance and Embed Race Equity and Inclusion Within Your Organization
From the Annie E. Casey Foundation
In This Racial Equity and Inclusion Framework you’ll learn:
- How to use an equity and inclusion framework for understanding different dimensions of racism.
- How to identify and analyze the root causes of racial inequities.
- Key terms, concepts and definitions relevant to race equity.
- How to talk about race by establishing shared values and a common understanding.
- How to advance racial equity and inclusion and embed it in your organization.
- Questions that bring together stakeholders to achieve social change.
- How to set goals for racial equity and track and measure progress.
- How to assess the impact of policies and other actions on racial and ethnic groups
Unconscious bias can lead to many types of undesirable outcomes; in organizations, it can lead to differences in the way we attract, hire, develop, and retain people from underrepresented groups. Even when these differences are subtle—and sometimes especially so—they present significant barriers to cultivating a diverse, inclusive organization. Awareness of unconscious bias and active engagement in efforts to reduce bias should be a core component of any company’s diversity and inclusion strategy. For the growing number of companies devoting resources to diversity, this paper is a guide on how to think about and address unconscious bias at all levels of the organization. Source: ParadigmIQ
Ten Lessons for Taking Leadership on Racial Equity is a summary of lessons learned about how to navigate that terrain and take leadership around race. They are especially for those who want to play more of a role in promoting racial equity but aren’t sure about where or exactly how to begin. While there are many more than ten lessons that might inform the daily work of building racial equity, the authors hope that these ten will encourage new actors, and that they will be a useful tool for those already playing active roles. Source: The Aspen Institute
White supremacy culture, as defined by Tema Okun (Dismantling Racism Works), can be mirrored and perpetuated in remote environments. In order to mitigate white supremacy culture in virtual work, we (Remote DEI Toolkit) created a crosswalk and resources to explore the intersections of both sets of practices.
Learn to identify the characteristics of white dominant culture using a ‘norms of white dominant culture’ matrix/table. See how they play out in within an organization and learn about antidotes and alternatives to white supremacist culture using the ‘Something Different’ matrix/table. Source: Racial Equity Tools
This one-page PDF resource provides a basic understanding of the term ‘white culture’. It includes succinct, easy-to-understand definitions and examples of how white-dominant culture manifests and marginalizes racialized people inside organizations. Source: Racial Equity Tools
The Partners for Collaborative Change’s document lines up the main characteristics of white supremacy culture, imagines antidotes, and reviews some of the ways to think about transformation in your organization.
The COVID-19 pandemic is having a disproportionate impact on many Black communities and pervasive anti-Black racism not only exacerbates long-standing issues people of African descent face in society, it also makes responding to the needs of the Black community during the pandemic more difcult. To support community stakeholders in this regard, the City of Toronto’s Confronting Anti-Black Racism Unit has prepared this resource.
“We can start by making relatively simple changes that center our work at the intersections of race, gender, sexual orientation, ableism, and implicit bias. Here are some practical ideas to begin.”
Our goal in creating this packet is to equip democratic workplaces with tools to see and address anti-Black racism when it happens, as well as creating systems and practices that undermine anti-Black racism. When we participate in a democratic workplace or collective, we take on the incredible responsibility of shaping an institution—and we therefore have incredible power to resist the harmful cultures, practices, and policies that reinforce anti-Black racism in mainstream institutions. But the persistent messages that we receive that reinforce anti-Blackness can just as easily infiltrate our workplaces if we’re not dedicated to building a shared vision for collective liberation that centers Black liberation and self-determination.