Phase 1.3

Mobilize Yourself: High

The organization has an established commitment, shared vision, and goals for operationalizing racial equity, diversity and inclusion across the entire organization.  Racial equity, diversity, and inclusion is a clear priority for this organization and relevant mechanisms are in place to consistently assess how racial equity shows up throughout the entire organization. The organization is collecting and analyzing data and consistently audits their progress on their goals. All team members, including leadership, are held accountable to personally developing their capacity for racial equity, diversity and inclusion work and in operationalizing the organization’s stated commitment to this work in their programs and processes. Current leaders are driving equity throughout their teams and services and getting results, but not all of the ways that they are doing so is codified. Team members feel confident that racial equity goals are sustainable and the work will continue to thrive even if there are leadership shifts internally.

While the organization has a clear commitment and established goals for racial equity, the organization wants to find ways to further push racial equity in order to become a model for how to operationalize DEI practices into an organization. Overall, the organization may still experience fatigue or stalling at times while sustaining the work.

In this phase, the racial equity team should focus on:

  1. After identifying strategies to address systemic barriers to org change, develop codified goals to work toward removing barriers for internal and external stakeholders
  2. Codify the accountability mechanisms for the shared goals for racial equity, diversity and inclusion.
  3. Consult with external contractors/experts to support in the adoption of liberatory racial equity practices that could push racial equity goals even further
  4. Institutionalize disaggregated data analysis across all functions in the organization.
  5. Consistent funding is put towards this work, and a recurring budget line item is dedicated to racial equity, diversity & inclusion priorities.
  • Step 1:
    In racial equity work, sometimes we get swept up in the every day carrying the work forward.
  • Step 2:
    Take a step back and consider how doing consistent racial equity work has impacted you.
  • Step 3:
    Your core values ultimately drive why you are engaged in racial equity.
  • Step 4:
    Adopt a clear personal change management model that will guide your racial equity efforts.

If you’re in this phase, you are committed to the racial equity work in your organization and are clear about your role within this work. You have high self-awareness around racial identity, systems of oppression, and are keenly aware of how white supremacy culture stands in the way of racial equity implementation. You’re active in addressing biases and feel comfortable having crucial conversations about systemic racism and racial justice. You may need to explicitly develop your own philosophy around racial equity, may struggle with racial battle fatigue from carrying this work, or just wish to continue unpacking the nuanced nature of racial equity in your life – professionally and personally.