Phase 2.1

Mobilizing Stakeholders: Developing

Organization may have minimal to some experience with implementing cultural initiatives and projects, organization has a stated interest in developing goals that forward racial equity, diversity and inclusion but no clear commitments or goals, yet. Across the board, some team members are deeply passionate about this work, and others are still questioning why this work matters. The organizational leader is committed to move this work forward but is unsure how to move the full team forward to commit to racial equity, diversity and inclusion goals. There may even be discomfort for some team members and stakeholders to fully buy into the organization’s stated interest in developing clear racial equity goals. The organization leadership has relied on the passion of a few team members or a designated department to address issues related to racial equity, diversity, and inclusion. Leadership might only address concerns through issuing diversity statements, but these statements have not translated into organizational change. Team members are skeptical of how racial equity shows up in day-to-day operations. Organization is unsure how to advance racial equity and lacks a clear strategy for how to move forward.

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

  1. Organize your Racial Equity Team/Taskforce
  2. Create opportunities for staff to engage in multiple capacity building and framing sessions to establish a foundation for the deep, personal work that organizational DEI change requires
  3. Establish data collection and analysis processes that allow the organization to audit their progress in racial equity, diversity and inclusion across their stakeholders and programs.
  4. Research best practices on the budget needed to engage in racial equity work.
  • Step 1:
    Organize your Racial Equity Team.
  • Step 2:
    Create opportunities for staff to engage in multiple capacity building and framing sessions to establish a foundation for the deep, personal work that organizational DEI change requires.
  • Step 3:
    Establish data collection and analysis processes that allow the organization to audit their progress in racial equity, diversity and inclusion across their stakeholders and programs.
  • Step 4:
    Research best practices on the budget needed to engage in racial equity work.
Menu