Phase 1.2

Mobilize Yourself: Mid-Level

The organization has a stated commitment to racial equity, diversity and inclusion and has gathered and reviewed their data for most stakeholders and programs. The organization has seen some advancement of racial equity goals and processes for internal stakeholders and programs, but needs to continue to codify clear goals, feedback processes, and accountability measures. Across the board, the organization has established DEI processes that support deepening team members’ capacity for racial equity work and understanding their personal responsibility for change.  Individual team members engage regularly in personal & professional development that focuses on how they can operationalize racial equity into their work. However, the organization is unsure how to move its racial equity efforts toward deeper sustainable systemic change.

The organization may struggle with how to authentically engage with external stakeholders, like community members, as a critical part of their DEI strategy. It is clear that external stakeholders want to be a part of the process, but the organization leaders might believe it would slow down progress or productivity.

The organization and named leader may have written racial equity, diversity and inclusion expectations. Some leadership team members excel at inclusionary practices, but not all.The organization is also actively collecting and analyzing data, but is not yet seeing consistent results across the board.

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

  1. Develop and establish your RET’s goals and desired vision for racial equity.
  2. Utilize and refine relevant DEI tools to evaluate organizational policies to identify systemic barriers to change
  3. Collect data from external stakeholders on the organization’s racial equity goals to increase transparency and engagement
  4. Develop a budget for racial equity work and begin to build relationships with funders who support this work.
  • Step 1:
    Unpack the barriers to authentically advancing racial equity personally and professionally.
  • Step 2:
    Reflect on how you currently exhibit anti-racist behaviors and practices regularly.
  • Step 3:
    Having an antiracist lens is critically important to mobilize yourself in racial equity.
  • Step 4:
    In this phase, you’re aware of your personal biases and how it may impact your work.

If you’re in the mid phase, you may be aware of and adept at understanding the privileges and marginalization that is attached to your identities. Within racial equity, you are clear about how you want to engage the work and enjoy talking with others about identity and equity. You’re aware of issues related to race but may still need to develop strategies and an analysis that can mitigate barriers to your racial equity development.